Job DescriptionAssistant Manager – Talent Acquisition – Trainer HiringPositionAssistant Manager – Talent Acquisition

FunctionHuman Resources – Talent Acquisition

Role FocusHiring of Trainers | First-Round Interview | Talent Pipeline Management

Job SummaryWe are looking for an Assistant Manager – Talent Acquisition responsible for end-to-end talent acquisition activities, with a strong focus on hiring Trainers, Training Facilitators and other Training & Development professionals.

The role will primarily own candidate sourcing, screening and first-round interviews, ensuring that candidates moving to the functional/business round meet the required experience, communication, behavioural and role-fit criteria.

Key Responsibilities1.

Trainer

Hiring

- Understand trainer manpower requirements from business/project stakeholders.
- Source candidates through LinkedIn, Naukri, employee referrals, job portals, social media and other relevant channels.
- Build and maintain an active pipeline of trainers across locations and business requirements.
- Hire candidates with relevant experience in Sales Training, Product Training, Process Training, Retail Training, Telecom, FMCG, BFSI, IT/ITES or other relevant domains, as applicable.
- Maintain a ready talent pool for immediate and future trainer requirements.

2. First-Round Interview – Primary ResponsibilityConduct the first round of interview for Trainer candidates and assess:

- Overall experience and relevant trainer experience.
- Training/facilitation exposure.
- Communication and articulation skills.
- Presentation and confidence.
- Sales/product/process knowledge, wherever relevant.
- Understanding of adult learning and learner engagement.
- Ability to handle difficult learners and classroom situations.
- Field/store travel and mobility readiness.
- Location and relocation flexibility.




- Stability and reasons for job changes.
- Notice period and joining availability.
- Current and expected compensation.
- Overall behavioural and cultural fit.

Based on the assessment, shortlist suitable candidates for the next functional/business interview round.

- Candidate Evaluation
- Use a structured interview framework and evaluation sheet.
- Document interview observations and recommendation clearly.
- Identify candidate strengths, gaps and potential risks.
- Ensure consistent assessment standards across trainer hiring.
- Coordinate with business/functional interviewers for shortlisted candidates.

4. Recruitment Coordination
- Coordinate interview schedules with candidates, Training Leads, Business Managers and other stakeholders.
- Follow up on interview feedback and ensure timely closure.
- Manage candidate communication throughout the hiring process.
- Coordinate documentation, reference checks and pre-joining formalities as required.
- Track offer acceptance, joining status and candidate drop-offs.

5. Recruitment MIS & Reporting
- Maintain an updated Trainer Hiring Tracker covering:
- Monitor recruitment TAT and highlight delays.
- Prepare regular hiring reports and pipeline updates for management.

6. Stakeholder Management
- Work closely with Training & Development, Business/Operations, Program Managers and HR teams.
- Understand project-specific trainer requirements and convert them into clear recruitment criteria.




- Ensure candidate expectations are aligned with actual job requirements before selection.
- Support hiring managers with market insights and candidate availability.

Key Performance Indicators (KPIs)
- Trainer positions closed within agreed TAT.
- Quality of candidates shortlisted for functional rounds.
- First-round interview-to-functional-round conversion.
- Selection-to-offer conversion.
- Offer-to-joining ratio.
- Candidate drop-out rate.
- Quality and availability of trainer talent pipeline.
- Recruitment MIS accuracy and timely reporting.
- Stakeholder satisfaction.

Candidate ProfileExperience:

- 2–5 years of experience in Talent Acquisition/Recruitment.
- Experience in hiring trainer, facilitator, sales trainer or L&D; hiring will be preferred.
- Exposure to volume hiring and multi-location recruitment is an advantage.

Skills:

- Strong interviewing and candidate assessment skills.
- Excellent verbal and written communication.
- Strong understanding of recruitment processes.
- Ability to assess communication and facilitation capability.
- Stakeholder management skills.
- Good negotiation and candidate engagement skills.
- Solid follow-up and coordination skills.
- Ability to work with recruitment MIS and trackers.

Educational QualificationMBA/PGDM in HR / Human Resources or equivalent qualification preferred. Key Competencies

- Interviewing & Assessment
- Talent Sourcing
- Stakeholder Management
- Communication
- Candidate Engagement
- Recruitment Planning
- Negotiation
- Decision Making
- Data & MIS Management
- Ownership & Execution

Role OutcomeThe Assistant Manager – Talent Acquisition will act as the first talent gatekeeper for Trainer hiring, ensuring that only candidates who meet the defined experience, communication, behavioural, mobility and role-fit criteria proceed to the functional/business interview round.

📌 Assistant Manager – Talent Acquisition (Gurugram)
🏢 Mercury Solutions
📍 Gurugram