We are looking for an experienced and strategic Head of Talent Acquisition to lead the organization's talent acquisition agenda. The role will have a strong focus on Sales hiring across lateral and campus channels, while also owning leadership hiring, employer branding, and overall recruitment strategy.

The ideal candidate should have a proven track record of building high-performing sales teams at scale, managing senior-level hiring, developing campus talent pipelines, and strengthening the organization's employer brand.

Key Responsibilities:

1. Sales Talent Acquisition:

- Own the end-to-end recruitment strategy for Sales and Business Development functions across levels and geographies.

- Drive high-volume lateral hiring while ensuring quality, speed, and cost effectiveness.

- Build and maintain strong talent pipelines for critical and recurring sales positions.

- Partner closely with business leaders to understand manpower requirements, talent gaps, and future hiring needs.

- Develop recruitment metrics and dashboards to track hiring TAT, quality of hire, source effectiveness, offer-to-join ratio, and hiring costs.

2. Campus Hiring:

- Develop and execute the organization's campus recruitment strategy for sales and other business-critical functions.

- Build relationships with leading B-schools, colleges, and campuses.

- Drive campus engagement initiatives, hiring campaigns, assessment processes, and pre-placement activities.

- Create sustainable campus talent pipelines and strengthen the organization's presence among early-career talent.

3. Leadership Hiring:

- Lead senior and leadership hiring across critical business functions.

- Partner with the C-suite and business heads to identify leadership talent and define hiring requirements.

- Manage executive search partners and ensure effective delivery on senior mandates.

- Build a strong network of senior-level talent across relevant industries.

4. Employer Branding:

- Own and strengthen the organization's Employer Value Proposition (EVP) and employer brand.

- Develop initiatives across social media, campus engagement, employee advocacy, recruitment campaigns, and external talent platforms.

- Position the organization as an employer of choice for sales, leadership, and early-career talent.

- Work closely with Marketing and Internal Communications teams to build impactful employer-branding campaigns.

5. TA Strategy & Team Leadership

- Build and lead a high-performing Talent Acquisition team.

- Define recruitment processes, governance, SOPs, and hiring frameworks.

- Drive continuous improvement through technology, automation, data analytics, and innovative sourcing strategies.

- Manage recruitment budgets, vendors, agencies, and external search partners.

- Establish a strong candidate experience throughout the recruitment lifecycle.

Key Requirements

- 8-12 years of experience in Talent Acquisition / Recruitment, preferably with significant exposure to Sales hiring.

- Strong experience in lateral and volume hiring, preferably across multiple locations.

- Proven experience in campus recruitment and building campus talent pipelines.

- Experience in leadership / senior-level hiring and working directly with senior business stakeholders.

- Strong understanding of employer branding and talent attraction strategies.

- Experience managing and mentoring TA teams.

- Strong stakeholder management and communication skills.

- Data-driven approach with the ability to use recruitment metrics to drive decisions.

- Experience in a high-growth, fast-paced, or business-driven organization will be preferred.

Key Success Metrics:

Sales hiring TAT and fulfillment rate

Quality of hire and retention of new hires

Offer-to-joining ratio

Campus hiring success and conversion

Leadership positions closed within defined timelines

Cost per hire and source effectiveness

Employer brand visibility and candidate engagement