TALENT ACQUISITION SPECIALIST

Company: CyberFrat Private Limited

Location: Bhandup, Mumbai

Experience: 3–4 years

Employment Type: Full-time

Department: Human Resources

Team Responsibility: Managing 1–2 recruiters

About the Role

CyberFrat Private Limited is looking for a driven and highly articulate Talent Acquisition Specialist to lead end-to-end recruitment across all our brands while managing and mentoring a team of 1–2 recruiters.

The candidate will manage hiring across all levels—from interns, freshers, and junior professionals to mid-level, managerial, and senior leadership positions. This is a hands-on role that combines direct ownership of recruitment mandates with team supervision and close collaboration with business stakeholders.

The ideal candidate will bring exceptional communication skills, proven experience in senior-level hiring, practical expertise across multiple job portals and LinkedIn, and strong proficiency in the Microsoft Office suite.

Key Responsibilities

1. End-to-End Recruitment Across Brands

- Own the complete recruitment lifecycle, including requirement gathering, development, sourcing, screening, interview coordination, offer negotiation, and joining follow-ups.
- Manage hiring across all brands and business functions, including sales, business development, marketing, technology, operations, and support.
- Recruit across junior, mid-level, managerial, and senior positions, adapting sourcing and assessment methods to each requirement.
- Manage multiple vacancies simultaneously, prioritising mandates according to business needs and agreed timelines.
- Maintain direct ownership of assigned roles, particularly senior, niche, and high-priority positions.

2. Recruitment Team Management

- Manage and mentor a team of 1–2 recruiters, providing clear direction on hiring priorities and expected outcomes.
- Allocate roles and responsibilities based on workload, capability, and business urgency.
- Set expectations for sourcing quality, screening standards, candidate engagement, and hiring timelines.
- Conduct regular pipeline reviews, identify delays, and help the team resolve recruitment challenges.
- Review shortlisted profiles and screening notes before submission to hiring managers.
- Coach recruiters on sourcing techniques, job portal usage, LinkedIn outreach, candidate assessment, and professional communication.
- Monitor individual and team performance, provide constructive feedback, and ensure accountability for deliverables.

3. Sourcing, Headhunting, and Talent Mapping

- Use multiple job portals, including Naukri, Indeed, and other relevant platforms, to post vacancies, search databases, and manage applications.
- Use LinkedIn and its recruitment tools for targeted searches, headhunting, skilled networking, and passive-candidate engagement.
- Apply Boolean search, competitor mapping, referrals, and personalised outreach to identify relevant talent.
- Build and maintain candidate pipelines for recurring, specialised, and senior-level requirements.




- Support internship and entry-level hiring through colleges, campus networks, and relevant platforms.
- Assess sourcing-channel effectiveness and recommend improvements to candidate quality and recruitment efficiency.

4. Candidate Screening and Assessment

- Conduct structured screening conversations to assess experience, skills, achievements, communication, motivation, and suitability.
- Evaluate candidates against agreed role requirements and clearly distinguish essential qualifications from trainable skills.
- Assess leadership capability, team management experience, functional ownership, and business impact for senior positions.
- Confirm compensation expectations, notice periods, availability, and interest early in the process.
- Present shortlisted candidates with clear assessment summaries and relevant recommendations.
- Coordinate interviews, assignments, and assessments with hiring stakeholders.

5. Stakeholder Management

- Partner with HR leadership, Brand Leads, Tower Leads, and hiring managers to understand workforce requirements and recruitment priorities.
- Align stakeholders on candidate profiles, selection criteria, interview stages, and hiring timelines.
- Ensure timely interview scheduling, feedback collection, and hiring decisions.
- Share regular progress updates, highlighting challenges, potential delays, and proposed solutions.
- Provide market insights on talent availability, compensation expectations, and sourcing feasibility.

6. Offer Management and Joining Conversion

- Manage compensation discussions and support negotiations within approved budgets.
- Coordinate offer approvals, documentation, and release with the HR team.
- Maintain consistent engagement with selected candidates throughout their notice periods.
- Identify potential joining risks, address candidate concerns, and maintain suitable backup pipelines.
- Coordinate with HR operations to support a smooth transition from offer acceptance to onboarding.

7. Recruitment Reporting and Microsoft Office

- Maintain accurate recruitment trackers, candidate databases, and hiring reports using Microsoft Excel and recruitment systems.
- Use Excel formulas, lookups, PivotTables, filters, and charts to analyse hiring progress and prepare dashboards.
- Prepare job descriptions, candidate summaries, and recruitment documents using Microsoft Word.
- Create recruitment review presentations and hiring updates using Microsoft PowerPoint.
- Manage correspondence, interview invitations, scheduling, and follow-ups using Microsoft Outlook.
- Use Microsoft Teams for virtual interviews and team collaboration.
- Track hiring metrics, including time-to-fill, source effectiveness, interview conversions, offer acceptance,



and joining ratios.

8. Candidate Experience and Process Improvement

- Deliver a professional, responsive, and respectful candidate experience throughout the recruitment process.
- Clearly communicate role expectations and represent CyberFrat and its brands effectively.
- Maintain confidentiality and accuracy when handling candidate information.
- Identify process gaps and introduce practical improvements to recruitment workflows.
- Support employer branding through well-written job postings and consistent candidate communication.

Required Skills and Qualifications

- 3–4 years of hands-on experience in talent acquisition or recruitment, with independent ownership of the complete hiring cycle.
- Demonstrated experience hiring across junior, mid-level, and senior positions, including successful senior-level closures.
- Prior experience managing or mentoring recruiters, including work allocation, pipeline reviews, and performance feedback.
- Exceptional verbal and written communication skills, with the ability to confidently engage senior candidates and business stakeholders.
- Hands-on experience with multiple job portals and LinkedIn recruitment tools, beyond posting vacancies or reviewing inbound applications.
- Strong working proficiency across the Microsoft Office suite, particularly Excel, Word, PowerPoint, and Outlook, along with familiarity with Microsoft Teams.
- Strong headhunting, candidate assessment, negotiation, and relationship-management skills.
- Ability to balance personal hiring responsibilities with team management.
- Strong organisation, attention to detail, ownership, and consistent follow-through.
- Bachelor’s degree in Human Resources, Business Administration, or a related discipline; a postgraduate qualification in HR is preferred.

Preferred Experience

- Recruitment experience in a startup, growing organisation, or business operating multiple brands.
- Exposure to IT, SaaS, cybersecurity, technology, or B2B hiring.
- Experience recruiting for both technical and non-technical positions.
- Familiarity with applicant tracking systems, recruitment analytics, and employer branding.
- Experience coordinating with recruitment agencies, colleges, and external hiring partners.

Key Success Measures

- Timely closure of positions across all levels and brands.
- Quality and relevance of shortlisted candidates.
- Strong offer acceptance and joining conversion rates.
- Effective workload management and consistent delivery by the recruitment team.
- Accurate reporting and proactive stakeholder communication.
- Positive candidate experience and hiring-manager satisfaction.
- Sustainable talent pipelines for upcoming requirements.

Why Join CyberFrat? This role offers the opportunity to shape recruitment across multiple brands, collaborate closely with business leaders, and develop a small recruitment team. You will gain exposure to diverse hiring mandates while contributing directly to organisational growth and strengthening how CyberFrat attracts and hires talent.

📌 Talent Acquisition Specialist (Bhandup)
🏢 CyberFrat
📍 Bhandup