Associate Director

About Taggd

Taggd is a digital recruitment platform that provides Ready-to-Hire talent to India Inc. Combining human knowledge and data, we have fulfilled talent mandates for 100+ clients and ensured hiring manager success for half a million jobs across 14+ sectors. Our vision is to fulfil 1 million jobs through our talent platform by 2030.

Role Snapshot

• Designation: Associate Director – Talent Solutions
• Location: Bangalore
• Industry Focus: Manufacturing / Automobile
• Reports to: Senior Director – Talent Solutions
• Team Span: 30+ recruiters
• Hiring Volume: 1,000–1,500 hires annually across multiple business functions
• Experience: 13+ years in recruitment or RPO, including 6–8 years leading a team

About the Role

Own the end-to-end talent acquisition mandate for an assigned manufacturing or automotive account. You will deliver the annual hiring plan to SLA, protect account revenue, and build a recruitment team that consistently meets its targets.

Key Responsibilities

Delivery and Operations

• Deliver the annual hiring plan of 1,000–1,500 hires, tracked as monthly fulfilment against plan (target: 95%+)
• Keep time-to-fill within the contracted SLA for each role band and 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% or above 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 candidate status updates

Sourcing and Talent Pipeline

• Lead hands-on sourcing for critical and niche mandates and head-hunt for roles 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
• Complete skill and sub-skill mapping for 100% of active requisitions

Client and Stakeholder Governance

• Run weekly requisition reviews with hiring managers and monthly and quarterly business reviews with client leadership
• Act as the single point of contact for all recruitment, sourcing and escalation matters on the account
• 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

Technology and AI Adoption

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

People Management

• Create KPIs for every team member on the HRMS and manage performance through the year
• Share the quarterly scorecard with the Performance Management team on time
• Run structured engagement and team-bonding connects, and build a documented career path for each team member
• Plan and track training; hold voluntary attrition at or below 15%

What We’re Looking For

• 13+ years in recruitment or RPO delivery, of which 6–8 years leading a recruitment team through an annual hiring plan
• Volume hiring experience in manufacturing or automotive, with a clear view of where the talent sits, what it costs and why offers fall through (mandatory requirement)
• Ability to hold your own with business heads and CHRO-level stakeholders and challenge unrealistic briefs with data
• Hands-on sourcing skills: head-hunting, Boolean and advanced search, portals and professional networks
• Strong funnel analysis: spot a failing stage early, explain the cause and act on it
• Comfort with AI-enabled sourcing tools (CV matching, Gen AI Boolean strings and adverts, automated outreach) and measuring what each one yields
• Ability to run the weekly delivery dashboard and monthly account MIS, and act on what the numbers show
• Skill in building recruiter capability: identify gaps, coach and add capability where needed
• Ownership of the measures the client judges the account on: hiring plan fulfilment, TAT and SLA management
• Graduate in any discipline; MBA/PGDM in HR preferred