Talent Acquisition Manager

1) Talent Acquisition Strategy & Delivery

- Lead end-to-end recruitment across tech (e.g., Platform, Product, Data, Tech Management) and non-tech (e.g., Finance, HR, Legal Support, Business Services) functions.

- Design and implement scalable hiring strategies aligned with evolving business goals.

- Partner with hiring managers and leadership to define roles, set priorities, and align on hiring needs.

- Optimize sourcing channels-job boards, direct outreach, LinkedIn, referrals, agencies, and talent mapping-for cost-effective results.

- Manage candidate screening, interview coordination, offer negotiations, and post-offer engagement to ensure a seamless experience.

2) Recruitment Analytics & Process Improvement

- Monitor and report key hiring metrics such as time-to-fill, cost-per-hire, and source effectiveness.

- Create and maintain hiring dashboards for leadership visibility.

- Identify and resolve process inefficiencies; implement automation and workflow enhancements.

3) Employer Branding & Candidate Engagement

- Collaborate with HR and Communications to elevate the employer brand via digital campaigns and storytelling.

- Drive campus outreach and early-career hiring initiatives.

- Represent the brand in all candidate interactions, embodying company values.

4) Workforce Planning & Forecasting

- Partner with the VP & Head of HR and department leads to support quarterly and annual hiring plans.

- Plan for attrition backfills, succession needs, and critical talent gaps.

- Build proactive pipelines for niche and high-impact roles.

5) HR Projects & Cross-Functional Support

- During lean hiring periods, contribute to HR initiatives such as policy reviews, engagement programs, DEI efforts, performance management, and documentation.

- Support org-wide people projects and audits led by the VP & Head of HR.

Qualifications & Experience

- 12-15 years of full-cycle recruitment experience, ideally within GCCs, Shared Services, or high-growth corporate environments.

- Proven success in both tech and non-tech hiring, including building tech teams from the ground up.

- Strong command of sourcing strategies, recruitment platforms, and ATS tools (Workday or similar preferred).

- Excellent stakeholder engagement, communication, and influencing skills.

- Data-driven mindset with the ability to translate metrics into actionable insights.

- Self-starter with the ability to manage multiple priorities in a dynamic environment.

- Master's degree in HR, Business Administration, or related field; certifications like SHRM or CIPD are a plus.