Own end-to-end hiring for assigned business areas with clear accountability for pipeline quality, speed of closure, stakeholder experience and joining conversion.
This is a hands-on recruitment role requiring strong sourcing capability, business understanding, data discipline and independent ownership from requisition to joining.
Key Responsibilities
End-to-End Hiring
- Independently manage hiring across assigned functions and levels.
- Understand the business need behind each role and translate it into an effective sourcing strategy.
- Build relevant candidate pipelines through direct sourcing, market mapping, referrals, portals and external partners.
- Screen and assess candidates for role fit, capability, motivation and compensation alignment.
- Coordinate interview processes, drive timely feedback and maintain momentum through closure.
- Manage offer negotiation, candidate engagement and pre-joining follow-through.
- Maintain backup pipelines for critical and priority roles.
Business & Talent Market Understanding
- Build strong understanding of the assigned business, roles, skills and competitor talent landscape.
- Track market availability, compensation benchmarks and sourcing challenges.
- Share practical market insights with hiring managers to enable realistic and faster hiring decisions.
- Proactively identify future talent pools rather than sourcing only against open positions.
Stakeholder Management
- Partner closely with hiring managers and business leaders on role clarity, hiring priorities and timelines.
- Drive stakeholders for timely interviews, feedback and decisions.
- Flag ageing positions, pipeline gaps or compensation constraints early.
- Maintain explicit and transparent communication throughout the hiring lifecycle.
Metrics & Recruitment Discipline Own and track key hiring metrics including:
- Open vs Closed Positions
- Time to Fill / Hiring SLA
- Position Ageing
- Pipeline Coverage
- Interview-to-Offer Ratio
- Offer Acceptance
- Offer-to-Join Conversion
- Source Effectiveness
- Candidate Drop-offs
- Hiring Plan vs Actual
Ensure all recruitment data is current, accurate and review-ready. Ownership & Agility
- Work independently with minimal follow-up.
- Take complete ownership until the candidate joins.
- Respond quickly to changing business priorities.
- Anticipate hiring risks and act before they become escalations.
- Maintain high follow-through and accountability on commitments.
- Continuously improve sourcing effectiveness and recruitment execution.
What We’re Looking For
- Strong hands-on experience in end-to-end recruitment.
- Proven ability to independently close roles within defined timelines.
- Strong direct sourcing, market mapping and candidate assessment capability.
- Good business and industry understanding.
- Strong stakeholder management and influencing skills.
- Comfortable working with hiring metrics, dashboards and Excel.
- Strong negotiation and candidate engagement capability.
- High ownership, urgency and execution discipline.
- Proactive, agile and comfortable handling multiple mandates simultaneously.