We are looking for a proactive and result-oriented TA leader who can build a robust recruitment ecosystem, develop a strong recruitment team and create a scalable hiring engine that supports Kadel Labs' business growth. Designation: Head – Talent Acquisition

Location:
Bangalore Role OverviewThe Head of Talent Acquisition will be responsible for developing and executing the overall hiring strategy, managing end-to-end recruitment operations, strengthening talent pipelines and ensuring timely acquisition of quality talent across technical and non-technical functions. The role requires a strong combination of strategic thinking, hands-on recruitment expertise, stakeholder management, team leadership and process excellence.

Key Responsibilities
1. Talent Acquisition Strategy & Workforce Planning
• Develop and execute the overall talent acquisition strategy aligned with business growth and workforce requirements.
• Partner with leadership, Delivery Heads, Project Managers and department heads to understand current and future hiring needs.
• Drive workforce planning, hiring forecasts and resource allocation.
• Develop strategies for lateral hiring, bulk hiring, niche technology hiring and leadership recruitment.
• Ensure hiring targets, timelines and quality benchmarks are consistently achieved. 2. End-to-End Recruitment Management
• Oversee the complete recruitment lifecycle, from requirement understanding and sourcing to offer management and onboarding coordination.
• Lead hiring across technology stacks including Java, Python, .
NET, PHP, React, Node.js, Cloud, DevOps, Data Engineering, AI/ML and other emerging technologies.
• Drive leadership, managerial, senior technical and niche skill hiring.
• Build effective sourcing strategies through LinkedIn, Naukri, referrals, internal databases, recruitment partners and other channels.
• Establish strong talent pipelines for recurring and critical positions.
• Monitor offer-to-joining ratios, candidate experience and recruitment turnaround time. 3. Team Leadership & Management
• Lead,



mentor and develop the Talent Acquisition team across multiple delivery centres.
• Define recruiter-wise goals, hiring targets, productivity metrics and accountability.
• Establish structured review mechanisms, daily/weekly recruitment dashboards and performance tracking.
• Build a culture of ownership, collaboration, continuous learning and result orientation.
• Identify skill gaps within the recruitment team and drive capability development. 4. Stakeholder & Business Management
• Work closely with business leaders, Delivery Heads, Project Managers and hiring managers to understand hiring priorities.
• Act as a strategic recruitment partner to leadership.
• Facilitate requirement prioritisation based on business criticality.
• Drive hiring manager accountability for feedback, interview scheduling and selection decisions.
• Provide regular hiring updates, risk assessments and recruitment insights to leadership. 5. Recruitment Process Excellence & Automation
• Establish standardised recruitment processes, SOPs and evaluation frameworks.
• Drive effective utilisation and optimisation of ATS platforms such as Zoho Recruit.
• Introduce AI-led resume screening, candidate assessment, interview automation and recruitment analytics.
• Identify opportunities to reduce manual efforts and improve recruitment efficiency through automation.
• Build recruitment dashboards to track hiring performance and identify bottlenecks.
• Continuously improve recruitment quality, speed and cost efficiency. 6. Employer Branding & Talent Pipeline Development
• Strengthen the company's employer brand across professional and social media platforms.
• Drive employee referral programmes,



campus hiring initiatives and recruitment campaigns.
• Develop relationships with colleges, recruitment agencies, professional communities and industry networks.
• Build talent communities and maintain a robust database of prospective candidates. Key Performance Indicators (KPIs)
• Position closure rate against approved hiring plans.
• Time to hire and time to fill.
• Quality of hire and hiring manager satisfaction.
• Offer-to-joining ratio.
• Source-wise hiring effectiveness and cost per hire.
• Recruiter productivity and individual target achievement.
• Pipeline strength for critical and niche positions.
• Recruitment process efficiency and ATS adoption.
• Diversity and employee referral hiring contribution. Required Skills & Qualifications
• Experience in Talent Acquisition, preferably within IT services, software development or technology consulting organisations.
• At least 4–5 years of experience in leading and managing recruitment teams.
• Strong experience in technical recruitment across multiple technology stacks.
• Proven experience in managing high-volume, lateral and niche technology hiring.
• Experience in workforce planning, recruitment budgeting and hiring strategy.
• Strong stakeholder management and leadership capabilities.
• Hands-on experience with ATS platforms, preferably Zoho Recruit.
• Understanding of AI-driven recruitment tools, automation and recruitment analytics.
• Excellent communication, negotiation and decision-making skills.
• Strong analytical, problem-solving and execution capabilities. Preferred Attributes
• Experience in managing recruitment across multiple locations or delivery centres.
• Experience in scaling IT organisations through high-growth phases.
• Exposure to recruitment automation and AI-led hiring solutions.
• Ability to balance strategic leadership with hands-on involvement in critical hiring.
• Strong business orientation with a data-driven approach to decision-making.

📌 Head of Talent Acquisition (Bengaluru)
🏢 Kadel Labs
📍 Bengaluru