Associate Director

Role purpose

• Own end-to-end talent acquisition for an assigned manufacturing or automotive account
• Deliver the annual hiring plan to SLA, protect account revenue and build a team that consistently meets its targets

1. Delivery and operations

• Deliver the annual hiring plan of 1,000-1,500 hires, tracked as monthly fulfilment against plan (target 95%+)
• Hold time-to-fill within the contracted SLA for each role band
• Review every requisition ageing beyond 30 days in the weekly account review
• Track funnel ratios weekly (CV-to-shortlist, shortlist-to-interview, interview-to-offer) and act on any stage below benchmark
• Maintain offer-to-join conversion at 85%+ through structured candidate engagement
• Publish a weekly dashboard covering open positions, ageing, pipeline health, SLA status and offers in hand
• Own account revenue against the annual plan, including billing accuracy and on-time collections
• Ensure 100% ATS data accuracy with same-day status updates
• Make sure no requisition is without a named owner and a live pipeline

2. Sourcing and talent pipeline

• Lead hands-on sourcing for critical and niche mandates
• Head-hunt for roles that portals cannot fill
• Build ready pipelines of active and passive candidates for repeat-demand and hard-to-fill roles
• Introduce at least one new sourcing channel or campaign format each quarter and report its yield against existing channels
• Complete skill and sub-skill mapping for 100% of active requisitions

3. Client and stakeholder governance

• Run a weekly requisition review with hiring managers
• Run monthly and quarterly business reviews with client leadership
• Act as the single point of contact for all recruitment, sourcing and escalation matters
• Share market intelligence (talent availability, compensation trends, competitor movement) in every monthly review
• Measure hiring manager CSAT each quarter and close every feedback item with a documented action

4. Technology and AI adoption

• Drive full team adoption of AI-enabled tools for campaign creation, sourcing, screening and candidate engagement
• Ensure governance and compliance across policy, process and procedure, with zero audit exceptions on the account

5. People management

• Create KPIs for every team member on the HRMS and manage performance against them through the year
• Share the quarterly scorecard with the Performance Management team on time
• Run structured engagement and team-bonding activities that go beyond work
• Build and review a documented career path for each team member
• Plan and track training, holding voluntary attrition at or below 15%

6. Also expected

• Run the weekly delivery dashboard and monthly account MIS, and act on what the numbers show rather than only reporting them
• Build recruiter capability by finding skill gaps, coaching against them and adding capability where the plan needs it
• Own the measures the client judges the account on: hiring plan fulfilment, TAT and SLA management