Talent Acquisition Executive

Key Responsibilities

1. End-to-End Talent Delivery

Source, screen, interview, and close qualified candidates for technical, commercial, plant, and executive roles.

Utilize advanced sourcing methods (LinkedIn Recruiter, niche engineering portals, headhunting, and employee referrals) to minimize reliance on external placement agencies.

Manage cross-functional Service Level Agreements (SLAs), aiming for a 30-day turnaround time for corporate roles and 45–60 days for specialized engineering or sales roles.

2. Stakeholder Management & Job Profiling

Partner closely with Department Heads (Sales Directors, Plant Managers, R&D Leads) to conduct intake meetings and build highly accurate Job Descriptions (JDs).

Provide market insights to hiring managers regarding talent availability, salary benchmarks, and competitor mapping.

3. Process Compliance & ATS Management

Maintain 100% accurate, real-time recruitment dashboards and trackers for weekly review with the HR Manager.

Own the data integrity of the Applicant Tracking System (ATS), ensuring candidate journey notes and feedback are fully logged.

Oversee pre-boarding operations, including reference checks, background verification (BGV), and coordination with the onboarding team.

4. Offer Management & Retention

Conduct structured salary negotiations based on internal parity, market data, and company budget constraints.

Engage with offered candidates during their notice periods to mitigate drop-out risks and maintain a high Offer-to-Join ratio (>80%).

Monitor early retention metrics (90-day infant mortality rate) to continuously improve the quality of hire.

5. Vendor & Budget Management

Evaluate and manage relationships with external recruitment agencies, portals, and job board vendors.

Monitor cost-per-hire metrics to maximize ROI on recruitment tools and campus/industrial drives. [

Required Qualifications & Skills

Education: MBA or Post Graduate Degree in Human Resources / Industrial Relations (or equivalent experience). An Engineering background is a strong plus.

Experience: 5 to 8 years of core recruitment experience. Experience hiring for industrial manufacturing, heavy machinery, power tools, or hydraulic equipment sectors is highly preferred.

Technical Sourcing: Expert-level mastery of LinkedIn Recruiter, Naukri, Indeed, and niche industrial/engineering networks.

• It is a Full Time Recruiter / HR / Admin job for candidates with 4 - 6+ years Experience.