JOB DETAILS

Job Title: Executive Talent Acquisition

Company: Autocracy Machinery Pvt. Ltd.

Location: Hyderabad / Factory Location

Experience Required: 14 Years

Industry: Manufacturing / Engineering / Machinery / Industrial Equipment

Employment Type: Full-Time

Department: Human Resources

ABOUT THE COMPANY

Autocracy Machinery Pvt. Ltd. is a fast-growing provider of advanced machinery solutions catering to infrastructure, construction, agricultural, defense, telecom, water management, and industrial sectors. The company delivers reliable, high-performance, and customized machinery solutions with a strong focus on innovation, operational excellence, and customer success.

ROLE OVERVIEW

Role Purpose The Executive – Talent Acquisition will be responsible for supporting and managing the day-to-day recruitment activities of the organization across corporate, manufacturing, engineering, sales,operations and support functions. The role will involve understanding manpower requirements,sourcing candidates through job portals and other recruitment channels, screening profiles, conducting initial candidate interactions, coordinating interviews, maintaining recruitment trackers, managing candidate communication and supporting the complete recruitment life cycle through off er and joining.

The position requires a hands-on recruitment professional who is comfortable handling multiple vacancies simultaneously and working closely with hiring managers and internal stakeholders.The role will also involve maintaining accurate recruitment MIS, candidate databases and hiring records and ensuring timely follow-up on candidates throughout the recruitment process. The candidate should have a technology-oriented mindset and be comfortable using recruitment platforms, Excel / Google Sheets, HRMS / ATS systems and modern AI- enabled productivity too ls to improve sourcing, screening, documentation and recruitment efficiency.

ROLE REQUIREMENTS

Professional Experience

- 1–4 years of relevant experience in Talent Acquisition / Recruitment / HR Recruitment.
- Hands-on experience in end-to-end recruitment activities.
- Experience in sourcing candidates through job portals such as Naukri, LinkedIn, Indeed, Apna,Internshala or similar platforms.
- Experience in screening resumes and conducting initial candidate discussions.
- Experience coordinating interviews with candidates and hiring managers.
- Experience handling candidate follow-ups, off er discussions and joining coordination.
- Experience maintaining recruitment trackers, candidate databases and recruitment MIS.
- Exposure to recruitment for multiple functions and job levels will be preferred.
- Prior experience in manufacturing, engineering, machinery, industrial equipment, infrastructureor other technical organizations will be preferred.
- Experience hiring technical, engineering, sales, operations and corporate positions will be an advantage.

TECHNICAL SKILLS

- Strong understanding of the end-to-end recruitment life cycle.
- Candidate sourcing through job portals, LinkedIn and other digital recruitment channels.
- Boolean search and keyword-based candidate sourcing.
- Resume screening and candidate shortlisting.
- Understanding of job descriptions and ability to identify relevant candidate profiles.
- Initial candidate screening through telephone / online interaction.
- Interview scheduling and coordination.
- Candidate follow-up and recruitment pipeline management.
- Off er coordination and pre-joining follow-up.
- Recruitment MIS and reporting.
- Good working knowledge of Microsoft Excel / Google Sheets.
- Experience using ATS / HRMS / recruitment management systems will be an advantage.
- Ability to prepare and maintain recruitment trackers and dashboards.
- Basic understanding of recruitment metrics such as sourcing volume, screening ratio, interview ratio, off er-to-joining ratio and time-to-hire.
- Ability to use AI tools such as Chat GPT, Claude, Gemini or similar tools for appropriate recruitment-related productivity tasks.

TOOLS

- Job Portals – Naukri, Indeed, Apna, Internshala and other relevant recruitment platforms.
- LinkedIn – Candidate sourcing, talent mapping, networking and recruitment outreach.
- Microsoft Excel / Google Sheets – Recruitment trackers, candidate databases, MIS and hiring reports.
- HRMS / ATS – Candidate and employee data management, recruitment work flow and hiring records.
- Microsoft Word / Google Docs – Job descriptions, candidate documentation and recruitment correspondence.
- Email and communication platforms – Candidate and stakeholder communication.
- Online meeting platforms – Interview coordination and virtual interviews.
- AI Productivity Tools – ChatGPT, Claude, Gemini or similar tools for sourcing support, Boolean search development, JD drafting, candidate communication, resume analysis, research and recruitment productivity.

KEY RESULT AREAS 1. MANPOWER REQUIREMENT & RECRUITMENT COORDINATION

- Receive and understand manpower requirements raised by respective departments.
- Obtain complete information regarding position title, department, team, number of vacancies,required experience, qualifi cation, skills,



location and expected joining timeline.
- Understand the and recruitment requirements before initiating sourcing.
- Coordinate with hiring managers to clarify candidate requirements wherever necessary.
- Maintain an updated recruitment tracker for all active vacancies.
- Monitor open positions and ensure regular follow-up with concerned stakeholders.
- Prioritize recruitment requirements based on business urgency and joining timelines.

2. CANDIDATE SOURCING

- Source relevant candidates through Naukri, LinkedIn and other appropriate recruitmentplatforms.
- Develop eff ective search strings and keywords based on the role requirements.
- Conduct targeted searches for technical, engineering, manufacturing, sales and corporatepositions.
- Explore multiple sourcing channels depending on the nature and seniority of the vacancy.
- Build and maintain relevant candidate databases for recurring and critical positions.
- Use direct sourcing and talent mapping techniques for diffi cult-to-fi ll positions.
- Maintain a healthy pipeline of potential candidates for current and future requirements.
- Explore passive candidate sourcing through LinkedIn and other professional networks.

3. RESUME SCREENING & SHORTLISTING

- Review and screen resumes against the defi ned and selection criteria.
- Evaluate candidates based on relevant experience, qualifi cation, technical exposure, industrybackground, location and other role-specifi c requirements.
- Identify relevant manufacturing, engineering, machinery and industry experience whereverapplicable.
- Conduct initial telephonic screening of shortlisted candidates.
- Assess candidate suitability, communication, experience, availability, expected

4. INTERVIEW COORDINATION

- Coordinate interview schedules between candidates and hiring managers.
- Communicate interview details, location / meeting links and other relevant information tocandidates.
- Follow up with candidates before scheduled interviews to minimize interview no-shows.
- Collect and record interview feedback from hiring managers.
- Update recruitment trackers with interview status and feedback.
- Coordinate additional interview rounds wherever required.
- Maintain clear visibility of pending interviews and feedback.

5. CANDIDATE ENGAGEMENT & FOLLOW-UP

- Maintain regular communication with candidates throughout the recruitment process.
- Keep candidates informed regarding interview progress and next steps.
- Follow up with selected candidates for required documentation.
- Maintain candidate interest during the notice period and pre-joining stage.
- Identify potential drop-out risks and escalate them to the HR / hiring team.
- Maintain regular follow-up with candidates until joining.
- Maintain a positive and professional candidate experience throughout the recruitment process.

6. OFFER & JOINING COORDINATION

- Coordinate off er-related activities for selected candidates.
- Communicate relevant off er and joining information to candidates as authorized by HR.
- Follow up with selected candidates regarding off er acceptance.
- Collect required pre-joining documents.
- Track notice period, expected joining date and joining status.
- Maintain a pre-joining tracker for selected candidates.
- Regularly follow up with candidates during the notice period.
- Identify and report potential joining risks.
- Coordinate with HR Operations for joining formalities once the candidate joins.

7. MANUFACTURING & TECHNICAL RECRUITMENT

- Support recruitment for manufacturing and factory-based positions.
- Source candidates for production, engineering, quality, maintenance, stores, logistics, supplychain and other technical functions.
- Support recruitment for engineering and technical positions across the organization.
- Understand basic technical terminology relevant to machinery and manufacturing roles.
- Identify candidates with relevant exposure to manufacturing, engineering, industrial equipmentand machinery organizations.
- Support recruitment for both corporate and factory-based positions.
- Develop sourcing strategies appropriate to diff erent categories of manpower, includingexperienced professionals, freshers and technical manpower.
- Coordinate with relevant stakeholders for urgent production and operational manpowerrequirements.

8. SALES & CORPORATE RECRUITMENT

- Support recruitment for Sales, Business Development, Government Sales, Digital Marketing,Finance, HR, Administration and other corporate functions.
- Source candidates based on role-specifi c industry, customer, product and functionalexperience.
- Support hiring for both individual contributor and managerial positions.
- Develop targeted searches for niche and diffi cult-to-fi ll positions.
- Build talent pools for recurring corporate and sales requirements.9.

9.



RECRUITMENT MIS & REPORTING

- Maintain accurate and up-to-date recruitment trackers.
- Track all active vacancies and their current status.
- Maintain candidate-level recruitment data from sourcing through joining.
- Prepare daily / weekly recruitment status reports as required.
- Maintain data on profi les sourced, screened, shortlisted, interviewed, selected, off ered andjoined.
- Track recruitment turnaround time and pending positions.
- Maintain department-wise recruitment status.
- Prepare recruitment MIS for HR management review.
- Ensure all recruitment data is updated accurately and within defi ned timelines.
- Support preparation of recruitment dashboards and management presentations

10. TALENT DATABASE & MARKET MAPPING

- Build and maintain candidate databases for frequently hired positions.
- Maintain talent pools for critical technical and business roles.
- Conduct basic market mapping for niche positions when required.
- Research relevant companies and industries to identify potential candidates.
- Identify potential talent sources for diffi cult-to-fi ll positions.
- Maintain appropriate records of previously contacted candidates.
- Ensure candidate databases remain organized and searchable.

11. RECRUITMENT TECHNOLOGY & AI ENABLEMENT

- Use recruitment technology and digital platforms to improve sourcing effi ciency.
- Explore appropriate AI tools to support recruitment activities.
- Use tools such as ChatGPT, Claude and Gemini for activities such as:
- Boolean search development
- Search keyword generation
- JD drafting and refi nement
- Candidate communication
- Recruitment research
- Resume screening support
- Interview question preparation
- Recruitment tracker analysis
- MIS summaries and reporting
- Identify opportunities to reduce repetitive recruitment administration through technology.
- Stay updated with emerging recruitment technology and AI-enabled sourcing tools.
- Use AI responsibly and ensure confi dential candidate information is not improperly shared withexternal AI platforms.

12. RECRUITMENT PROCESS IMPROVEMENT

- Identify bottlenecks in the recruitment process.
- Suggest improvements in sourcing, screening, interview coordination and candidate follow-up.
- Improve recruitment trackers and databases wherever required.
- Support standardization of recruitment formats and templates.
- Monitor recurring recruitment challenges and provide inputs to HR.
- Contribute ideas to improve sourcing effi ciency, candidate experience and joining conversion.

RECRUITMENT METRICS / PERFORMANCE INDICATORS The role will be evaluated through relevant Talent Acquisition metrics including:

- Number of positions handled.
- Profi les sourced per position.
- Relevant profi les shortlisted.
- Screening-to-interview conversion.
- Interview-to-selection conversion.
- Off er-to-joining conversion.
- Recruitment turnaround time.
- Number of positions closed within defi ned timelines.
- Candidate follow-up eff ectiveness.
- Joining ratio.
- Quality and accuracy of recruitment MIS.
- Hiring manager satisfaction.
- Candidate experience and communication quality.

PREFERRED PROFILE

- Graduate / Postgraduate in Human Resources, Business Administration, Management,Commerce or a related discipline.
- MBA / PGDM in Human Resources will be an advantage.
- 1–4 years of hands-on recruitment / Talent Acquisition experience.
- Experience using Naukri and LinkedIn for candidate sourcing is preferred.
- Good understanding of resume screening and candidate evaluation.
- Experience handling multiple vacancies simultaneously.
- Prior exposure to manufacturing, engineering, machinery, industrial equipment orinfrastructure organizations will be preferred.
- Exposure to technical / engineering recruitment will be an advantage.
- Strong Excel / Google Sheets skills.
- Good written and verbal communication skills.
- Strong candidate follow-up and coordination abilities.
- Comfortable working with recruitment targets, timelines and multiple priorities.
- Technology-oriented mindset with willingness to use AI and digital tools for recruitmentproductivity.

WHAT WE OFFER

- Hands-on exposure to Talent Acquisition within a growing manufacturing and machinery organization.
- Opportunity to manage recruitment across technical, engineering, manufacturing, sales and corporate functions.
- Exposure to the complete recruitment lifecycle from manpower requirement through joining.
- Opportunity to work closely with hiring managers and business stakeholders.
- Exposure to recruitment for both factory and corporate positions.
- Opportunity to develop expertise in sourcing, screening, interview coordination and candidate management.
- Practical exposure to recruitment MIS, hiring metrics and management reporting.
- Opportunity to work with leading recruitment platforms and digital sourcing tools.
- Exposure to AI-enabled recruitment and modern Talent Acquisition practices.
- Opportunity to build talent pools and conduct market mapping for niche positions.
- Performance-driven work environment with opportunities to take ownership of recruitment assignments.
- Opportunity to develop a solid foundation and career in Talent Acquisition and Human Resources.

📌 Executive - Talent Acquisition (Hyderabad)
🏢 Autocracy Machinery
📍 Hyderabad