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Open nowPosted 6 days ago

Talent Acquisition Manager

Workable (global search)108,016 open roles

Where
India
Work mode
Remote
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Your applicationOpen nowTalent Acquisition ManagerWorkable (global search) · India

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  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

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The clock on this job

Early applications get read.

7.9% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 7 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.6%3 days
  3. 7.9%7 days
  4. 14.9%14 days
  5. 34.0%30 days
This job: posted 6 days ago

Workable (global search) median: 7 days open

The posting

This role is for one of Weekday’s clients Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA)

Min Experience: 10+ years Location: Remote (India) JobType: full-time

We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.

This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”

Requirements

Key Responsibilities

A. Talent Acquisition Strategy & Leadership

  • Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
  • Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
  • Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.

B. Technology + Business Hiring

Lead hiring across specialized and diverse roles including:

  • Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
  • Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
  • Leadership roles across functions

C. Build Scalable Hiring Processes

  • Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
  • Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
  • Implement predictable hiring mechanisms that scale with organizational growth.

D. Workforce & Talent Planning

  • Partner with business teams to understand future capability needs.
  • Build proactive talent pipelines for niche, critical, and high-impact roles.
  • Conduct quarterly workforce planning and hiring capacity analysis.

E. Talent Intelligence & Market Mapping

  • Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
  • Build talent intelligence reports for leadership decision-making.

F. Solve Hiring Bottlenecks

Identify and resolve bottlenecks across:

  • Sourcing channels
  • Interview readiness
  • Panel bandwidth
  • Decision cycles
  • Compensation alignment
  • Offer conversions
  • Notice periods
  • Internal processes and documentation gaps

G. Build & Lead TA Teams

  • Hire, mentor, and lead a high-performing Talent Acquisition team.
  • Define ownership, specialization, KPIs, and execution culture.
  • Drive accountability, speed, and quality across the hiring lifecycle.

H. Data-Driven Recruitment

Use hiring data to improve:

  • Time-to-Hire
  • Quality-of-Hire
  • Offer-to-Join Ratio
  • Source Effectiveness
  • Cost-of-Hire
  • Hiring Manager Experience
  • Process predictability and SLA adherence

3. Required Skills & Experience

  • 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
  • Experience scaling hiring in high-growth product/technology organizations.
  • Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
  • Proven ability to build recruitment processes, frameworks, and TA teams.
  • Strong stakeholder management and communication skills.
  • Ability to operate in fast-paced, ambiguous, high-accountability environments.
  • Experience with hiring dashboards, ATS systems, and recruitment analytics.

4. Competencies

  • Strategic Thinking
  • Execution Excellence
  • Stakeholder Management
  • Problem Solving & Decision Making
  • Talent Intelligence
  • Process Design & Optimization
  • Leadership & Team Building
  • Data-Driven Mindset
  • High Ownership & Accountability

5. What Success Looks Like

  • Predictable, scalable hiring processes
  • Reduced Time-to-Hire and improved Quality-of-Hire
  • Strong talent pipelines for critical roles
  • High hiring manager satisfaction
  • Clear documentation, SLAs, and audit-ready processes
  • A high-performing TA team with strong execution culture
  • TA functioning as a business partner, not a support function

Must-have skills

Strategic Sourcing, Strategic Hiring

Good-to-have skills

Hiring, Recruiter

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