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 Responsibilities1. 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.
- Robust business orientation with a data-driven approach to decision-making.

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