HR Department Noida Full Time

Key Responsibilities

1. Talent Acquisition Strategy & End-to-End Hiring

- Own the end-to-end recruitment lifecycle from manpower requirement and role calibration through sourcing, assessment, offer management, pre-boarding, and joining.
- Translate business and workforce requirements into effective talent acquisition strategies and hiring plans.
- Drive multiple hiring mandates simultaneously across technology and business functions while maintaining strong focus on quality, speed, and candidate experience.
- Own hiring for critical and niche positions across Software Engineering, Cloud, DevOps, Kubernetes, SRE, AI/ML, Data, Cybersecurity, Product, Project Management, Solution Engineering, Sales, Business Development, and other emerging technology domains.
- Build recruitment plans aligned with business priorities, headcount plans, hiring budgets, role criticality, and expected timelines.
- Ensure a strong balance between speed of closure, quality of talent, compensation alignment, and long-term fit.

1. Stakeholder Partnership & Hiring Advisory

- Partner with Hiring Managers, Department Heads, and senior stakeholders to understand business priorities, team structures, role expectations, competencies, and hiring timelines.
- Act as a trusted talent advisor to business leaders by providing insights on talent availability, market trends, compensation benchmarks, competitor hiring, and sourcing feasibility.
- Conduct detailed role intake and requirement calibration to establish clear hiring criteria and candidate evaluation parameters.
- Challenge and refine hiring requirements where required to improve talent accessibility and quality.
- Establish strong stakeholder governance through regular hiring reviews, pipeline discussions, hiring dashboards, and closure plans.
- Proactively identify hiring risks and recommend alternate strategies to ensure critical positions are closed within agreed timelines.

1. Talent Sourcing & Pipeline Development

- Build and maintain high-quality, proactive talent pipelines for critical, niche, recurring, and future hiring requirements.
- Develop multi-channel sourcing strategies across LinkedIn, Naukri, Instahyre, referrals, professional communities, technology forums, job boards, networking, and direct sourcing.
- Drive passive candidate engagement and build long-term relationships with high-potential talent.
- Develop talent pools for specialised technology areas where traditional sourcing channels may have limited effectiveness.
- Build and maintain a strong talent CRM mindset, ensuring promising candidates remain engaged for future opportunities.
- Develop targeted sourcing strategies based on role complexity, geography, seniority, skill availability, and market conditions.

1. Talent Intelligence & Market Mapping

- Conduct talent mapping, market intelligence, competitor mapping, and talent availability analysis for difficult-to-hire and strategic roles.
- Research and identify relevant talent clusters, companies, technology communities, and emerging talent markets.
- Build talent intelligence that supports workforce planning and future hiring requirements.
- Provide leadership with actionable insights on talent supply, demand, compensation trends, notice periods, competitor hiring activity, and market availability.
- Develop targeted talent maps for specialised areas such as Cloud, Kubernetes, AI/ML, GPU infrastructure, DevOps, SRE, Cybersecurity, and emerging technology roles.

1. Candidate Assessment & Interview Management

- Conduct structured initial screening, competency-based discussions, and talent assessments to evaluate technical relevance, career trajectory, motivation, communication, and organisational fit.
- Partner with technical and functional interview panels to ensure consistent, structured, and efficient candidate evaluation.
- Coordinate interview processes, panel availability, candidate movement, feedback collection, and decision-making.
- Establish strong recruitment discipline around timely feedback and funnel movement.
- Ensure candidates receive a professional, transparent, and engaging experience throughout the recruitment journey.

1. Offer Management, Negotiation & Closure

- Own the complete offer-to-join journey,



including compensation discussions, offer negotiation, counter-offer management, pre-joining engagement, and joining follow-up.
- Partner with HR and business stakeholders to ensure compensation proposals are aligned with internal parity, market benchmarks, role criticality, and hiring budgets.
- Develop effective strategies to manage counteroffers, competing offers, notice-period challenges, and candidate drop-offs.
- Maintain consistent engagement with selected candidates between offer acceptance and joining to maximise the Offer-to-Join Ratio.
- Build robust candidate relationships that extend beyond offer acceptance and contribute to long-term talent engagement.

1. Employer Branding & Talent Engagement

- Partner with HR and Marketing/Brand teams to strengthen Coredge’s employer value proposition and talent brand.
- Support recruitment campaigns, hiring events, employee referral programs, talent communities, university/industry initiatives, and candidate engagement programs.
- Identify opportunities to position Coredge as an attractive destination for technology and cloud talent.
- Create compelling recruitment communication and candidate touchpoints aligned with Coredge’s technology story, culture, and growth journey.
- Contribute to building a strong external talent presence across relevant professional and technology communities.

1. Recruitment Analytics & Data-Driven Hiring

- Own and monitor key recruitment metrics including:

 Time to Fill  Time to Hire

 Quality of Hire

 Offer-to-Join Ratio

 Source Effectiveness

 Funnel Conversion

 Candidate Drop-off

 Hiring Manager Satisfaction

- Develop and maintain recruitment dashboards and reports for leadership visibility.
- Analyse hiring data to identify pipeline gaps, process bottlenecks, sourcing inefficiencies, and conversion challenges.
- Use data and market intelligence to continuously optimise recruitment strategy and resource allocation.
- Ensure accurate and timely recruitment data across the ATS/HRMS.

1. AI, Automation & Recruitment Technology

- Leverage AI-enabled recruitment tools, automation, talent intelligence platforms, and recruitment analytics to improve sourcing efficiency and hiring outcomes.
- Explore and implement technology-led approaches for candidate discovery, talent mapping, profile screening, candidate engagement, interview coordination, and recruitment reporting.
- Identify opportunities to automate repetitive recruitment processes while maintaining human judgement and candidate quality.
- Stay updated with emerging AI and Talent Acquisition technologies and evaluate their relevance to Coredge’s recruitment ecosystem.
- Promote a technology-first and continuously improving approach to Talent Acquisition.

1. Recruitment Process Excellence

- Identify gaps and inefficiencies across the recruitment funnel and implement scalable, standardised, and outcome-driven hiring processes.
- Continuously improve sourcing, screening, interview coordination, offer management, and pre-boarding workflows.
- Establish recruitment SLAs and ensure adherence to agreed timelines.
- Develop and maintain recruitment SOPs, templates, dashboards, and process documentation.
- Build a consistent recruitment experience across functions while adapting strategies to the specific requirements of different business units.
- Champion continuous improvement, operational excellence, and process discipline within Talent Acquisition

Qualifications & Experience

- Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field.
- 3–7 years of relevant experience in Talent Acquisition, Recruitment, or Technical Recruitment.
- Proven experience in end-to-end technology hiring, preferably within IT, SaaS, Cloud, Product, AI, or other technology-driven organisations.




- Demonstrated experience in hiring mid-to-senior level and niche technology talent.
- Strong hands-on expertise across sourcing, screening, stakeholder management, interview coordination, offer negotiation, and closure.
- Strong understanding of technology hiring and ability to effectively understand and evaluate profiles across technical domains.
- Proven ability to independently manage multiple hiring mandates and competing priorities.
- Strong stakeholder management, influencing, negotiation, communication, and relationship-building skills.
- Demonstrated ability to work with senior stakeholders and operate effectively in a fast-paced, high-growth environment.

Preferred

- Solid sourcing expertise across LinkedIn, Naukri, Instahyre, referrals, direct sourcing, professional communities, and other talent platforms.
- Experience with ATS/HRMS platforms and recruitment dashboards.
- Exposure to AI-powered sourcing, recruitment automation, talent intelligence, or recruitment analytics tools.
- Experience with talent mapping and market intelligence for niche technology roles.
- Understanding of technology hiring trends, talent markets, compensation benchmarks, and competitive hiring landscapes.
- Exposure to employer branding and talent engagement initiatives.
- Strong proficiency in MS Excel / Google Sheets and recruitment analytics.

Key Success Metrics Success in this role will be measured through both hiring outcomes and stakeholder impact, including:

- Time to Fill / Time to Hire

- Quality of Hire
- Offer-to-Join Ratio

- Hiring Manager Satisfaction

- Candidate Experience

- Pipeline Health

- Source Effectiveness

- Funnel Conversion
- Closure of Critical & Niche Positions

- Recruitment SLA Adherence
- Talent Pipeline Readiness for Future Hiring

Key Competencies

- Strategic & Hands-on Talent Acquisition

- Technology Recruitment
- Stakeholder Advisory & Influencing
- Talent Mapping & Market Intelligence
- Sourcing Strategy & Pipeline Building
- Negotiation & Offer Closure
- Data-Driven Hiring

- Candidate Relationship Management
- Business & Talent Acumen
- AI & Recruitment Technology Orientation
- Ownership & Execution Excellence
- Problem Solving & Decision Making
- Agility & Adaptability

What Success Looks Like In this role, success means building a high-performing and scalable talent acquisition engine that enables Coredge to attract and close exceptional talent at the pace required by the business. You will be expected to:

- Become a trusted talent advisor to hiring managers and business leaders.
- Consistently build solid pipelines for critical and hard-to-hire technology roles.
- Improve hiring velocity without compromising quality of hire or candidate experience.
- Develop a strong network of passive and future-ready talent.
- Bring actionable talent market intelligence to business decisions.
- Use data, AI, and technology to make recruitment smarter, faster, and more scalable.
- Strengthen Coredge’s employer brand within the technology talent ecosystem.
- Establish recruitment processes that are structured, measurable, predictable, and continuously improving.

Why Join Coredge? Build the Talent Engine Behind Next-Generation Technology

Play a key role in hiring the people building Coredge’s Sovereign Cloud, AI, GPU, Kubernetes, and cloud infrastructure ecosystem.

Own High-Impact Hiring

Work directly on strategic, niche, and business-critical roles where your hiring decisions have a visible impact on organisational growth.

Partner with Business Leaders

Operate at the intersection of People, Technology, and Business, partnering with senior stakeholders to solve complex talent challenges.

Work on Cutting-Edge Talent Acquisition

Build modern recruitment practices using AI, automation, talent intelligence, analytics, and technology-enabled sourcing.

Build Something That Scales

Be part of an evolving organisation where you can create and improve talent pipelines, recruitment processes, employer branding, and hiring systems rather than simply operating an established playbook.

Grow with a High-Performance Technology Organisation

Gain exposure to some of the most rapidly evolving areas of technology while working alongside teams shaping the future of sovereign cloud and AI infrastructure.

📌 Talent Acquisition Lead (Noida)
🏢 Coredge
📍 Noida