Talent Acquisition Lead (Sr. level Niche Technical Hiring)

Experience : 10-16 Years

Location : Gurugram (Note: Candidate should be based out of Delhi-NCR for F2F Interviews only, Candidate from other locations are not eligible)

About This Role

This role is for the person who owns the full TA process: structures it, runs it, and delivers at pace. This is a builder role, not an executor role. TA function needs to be re-build from scratch with fresh thinking, configure & implement processes around ATS, standardize JD templates, structured scorecards, or defined SLAs.

The Senior TA Lead will build all of these while simultaneously running active searches. In the end, this is not just a sourcing role. Sourcing is one part of your work — you own the full process and the outcomes. You will hire and design the recruitment team & processes while running active searches simultaneously. This is not a low-intensity role thus hiring pace is critical to business outcomes.

Primary Mandate

- Own end-to-end hiring process: JD creation, leading TA team for sourcing and screening, interview process, offer management and pre-joining communication
- Own data hygiene, pipeline visibility, stage conversion reporting via ATS
- Build and maintain structured interview processes: standardize scorecards, defined panel roles, 24-hour feedback SLA
- Manage all sourcing channels: LinkedIn Recruiter, Naukri, employee referrals, Recruitment consultant/Vendor hiring, campus, specialist communities for tech roles
- Own hiring SLAs and report weekly: time-to-offer, offer acceptance rate, source mix, pipeline health per role
- Partner with hiring managers on JD design, interview calibration, and offer structuring
- Partner with Recruitment consultant/vendor, job portals, and industry networks to attract the best talent.
- Rework & design JD template library covering all major role families (tech, product,

implementation, support, finance, HR)
- Build standardised interview scorecard templates for each role family
- Establish and maintain vendor relationships: job boards, headhunters, background verification




- Design and execute employer branding on platforms like LinkedIn, Glassdoor, Abmitionbox and tech community platforms
- Manage TA Executive and TA Consultant — allocate mandates, track closure rates, coach on quality
- Define clear KPIs for the TA team: mandates handled, time-to-offer, pipeline quality, offer acceptance
- Provide weekly pipeline updates to CEO / Designated RM — no mandate should go cold or untracked

Non-Negotiable Requirements

- Growth stage startup/Corporate Experience – Has worked in an early to growth stage startup or and MNC, have built TA department, hired talent to grow company's headcount and has seen company and headcount growing
- 10-16 years in TA, with 3+ years leading teams and full-cycle hiring – Has personally owned the hiring process from JD to joining — not just sourced candidates. Has managed the interview calendar, vendor hiring relationships, and offer conversations.
- Tech/product hiring – Has hired software engineers, product managers, implementation leads, or experience. Understands the difference between a full-stack role and a backend role, can read a JD written by an engineering manager, and has sourced from tech communities not just job boards.
- Job Stability : Should have good employment stability for 2-3 years minimum in previous organizations and has not switched jobs every 2 years. Applicants having job stability for 4-5+ years in an organization are preferred.
- ATS implementation or significant configuration experience – Has set up an ATS from scratch or significantly configured one (Keka, DarwinBox, Greenhouse, Freshteam, or similar) — not just used it as a recruiter. Can make vendor selection recommendations.




- Metrics-driven approach – Tracks and reports time-to-offer, source mix, offer acceptance rate, and pipeline conversion as standard practice — not ad hoc. Can build a hiring dashboard on Day 1,
- Experience in SaaS or product-tech companies – Understands the talent market for tech roles, knows which sourcing channels work for engineers vs. product managers, and can build an employer brand that resonates with technical candidates.

Valuable to Have

- Experience hiring in a company that went through rapid headcount scale (say 50→300 in past 2-3

years)
- Exposure to L&D; or on-boarding process design
- Prior experience building campus hiring programme at engineering colleges or IIT/NIT tier
- Employer branding ownership — LinkedIn content, Glassdoor management, tech community presence
- Familiarity with HRMS platforms (PeopleStrong, DarwinBox etc.) beyond just ATS — useful for integrated HRMS rollout

Benefits:

Our client provides their employees with the best working environment, the latest technology and continuous support. They go out of our way to retain the small business feeling with which they started and stimulate innovation and collaboration through teamwork and their non-hierarchical approach. They offer competitive salary, and other fantastic perks and benefits, such as:

- Academy for holistic training and development
- Comprehensive health insurance coverage
- Excellent rewards and recognition policy
- Transparent compensation policy with no unnecessary deduction in CTC
- Annual company off-site and a variety of events, celebrations throughout the year
- Traveling opportunities between our offices across the country.
- Annual & related sporting events
- Quarterly Coffee with CEO and more!

How To Apply?

If you have been looking for an opportunity to lead Talent Acquisition department, this is your opportunity.

Connect with us on Linkedin with brief details about your profile (Recommended)

or

Drop me an email at [email protected]

We are looking forward to connecting with you

📌 Talent Acquisition Lead (10-15 Years Exp, Sr. Level Niche Technical Hiring) (Gurugram)
🏢 SoDo
📍 Gurugram