Talent Acquisition Executive

Key Responsibilities

• End-to-End Recruitment: Manage recruitment requirements from Manpower Requisition to Candidate Joining;

handle multiple positions simultaneously across Executive, Middle Management and Senior Management levels;

understand JDs and develop sourcing strategies; ensure timely closure of open positions.

• Sourcing & Talent Pipeline: Source through Naukri, LinkedIn, job portals, referrals, networking, databases and

direct/headhunting channels; build talent pipelines; conduct market mapping and competitor talent research; identify

passive candidates for specialised and leadership roles.

• Candidate Screening & Evaluation: Conduct initial screening and preliminary assessments; evaluate experience,

functional suitability, compensation, location and organisational fit; coordinate aptitude/psychometric assessments

where required; prepare candidate profiles/validation sheets for hiring managers.

• Stakeholder Management: Work closely with HODs, Business Heads and Senior Management; coordinate

interviews and feedback; follow up on pending decisions; provide recruitment pipeline updates and hiring insights.

• Offer & Joining Management: Manage CTC discussions and salary negotiations; coordinate offer release,

documentation and pre-joining engagement; follow up until joining; coordinate BGV, documentation, IT requirements

and induction.

• Recruitment MIS & Analytics: Maintain TA-MIS, recruitment trackers and dashboards; track open positions,

sourcing, shortlisting, interviews, offers, joining conversion, TAT and closure status; prepare periodic reports and

identify process-improvement opportunities.

• Market Intelligence: Conduct competitor and market mapping for critical roles; benchmark hierarchy, compensation,

reporting structures and talent availability to support manpower planning.