Job Title: Director - Talent Acquisition Strategy & Enablement

Location: Bangalore

Reports To: Vice President - Total Rewards, M&A and Strategic Initiatives

About Sagility:

At Sagility, we combine technology, analytics, and domain expertise to deliver smart healthcare business process management (BPM) solutions. With a workforce of over 40,000 employees across the globe, we are committed to improving member outcomes, increasing provider effectiveness, and optimizing payer performance.

Position Summary:

We are seeking an accomplished Talent Acquisition leader to drive the strategy, systems, and process excellence for Sagility's Global Volume Hiring organization. This role will partner closely with the Vice President of Volume Hiring to enhance our recruitment engine that hires ~12,000 frontline professionals annually across multiple geographies.

The ideal candidate brings a strong understanding of large-scale hiring operations, recruitment technology, analytics, and continuous improvement, with a passion for transforming high-volume hiring into a data-driven, technology-enabled, and candidate-centric function.

Key Responsibilities:

Strategic Leadership

- Partner with the VP - Volume Hiring to define and execute the long-term TA strategy for Sagility's BPO hiring operations.

- Translate business growth objectives into scalable hiring models, capacity plans, and workforce acquisition strategies.

- Creating global standards for every stage of the recruitment lifecycle-from sourcing and screening to onboarding-while still allowing for local flexibility where needed (e.g., country-specific compliance, language, or client requirements).

- Build frameworks for channel optimization, media mix modelling, and sourcing ROI, ensuring the right balance between internal sourcing, job boards, referrals, and digital campaigns.

- Internalize and operationalize recruitment marketing tools such as Appcast, Pandalogic, and other programmatic advertising platforms to move away from external dependency and enable data-driven, cost-efficient hiring campaigns.

- The incumbent will be responsible for identifying, piloting, and evaluating emerging recruitment technologies and AI-led solutions

- Be responsible to assess their impact on efficiency, candidate experience, and recruiter productivity

- This leader will own the business sign-off for enterprise-wide implementation, partnering closely with IT, HR Technology, and Operations to ensure successful adoption and integration.

Process & Operational Excellence

- Assess, optimize, and standardize end-to-end high-volume hiring processes across regions.

- Define performance metrics (e.g., time-to-fill, quality of hire, funnel conversion) and establish governance models for adherence.

- Introduce lean methodologies and automation to streamline candidate lifecycle management.

Technology & Tools

- Lead the design and implementation of TA systems, CRMs, ATS upgrades, and digital hiring tools (e.g., chatbots, video interviews, assessments).

- Partner with internal IT and vendor teams to ensure integration, adoption, and data integrity across platforms.

- Evaluate emerging technologies and solutions to strengthen recruiter productivity and candidate engagement.

Data & Insights

- Build and manage a TA analytics framework that provides actionable insights into hiring trends, bottlenecks, and ROI.

- Drive data-based decision-making and provide executive-level dashboards for leadership reviews.

Capability Building

- Develop recruiter capability programs focused on sourcing, assessments, and stakeholder management in a high-volume environment.

- Champion change management initiatives to foster a culture of innovation and continuous improvement within TA.

Experience:

- 10-15 years of progressive experience in Talent Acquisition, with at least 5 years leading high-volume or BPO hiring.

- Proven track record in driving TA transformation initiatives (process, systems, tools, analytics).

- Strong understanding of recruitment technologies (ATS, CRM, digital assessments, RPA tools, etc.).

- Experience in managing or partnering with large-scale recruitment delivery teams.

- Data-driven mindset with the ability to translate metrics into business outcomes.

- Excellent stakeholder management, communication, and project leadership skills.