Senior Manager - Talent Acquisition - Tech Hiring

Experience: 7 - 12 Years

Employment Type: Full-time

Function: Talent Acquisition - Technology Recruitment

Location: [Location - Hybrid - Remote]

Role Overview:

We are looking for an experienced Senior Manager - Talent Acquisition - Tech Hiring to lead and drive end-to-end technology recruitment across Engineering, Product, Data, AI/ML, Cloud, DevOps, QA, Infrastructure, and other technology functions.

The role will be responsible for developing and executing technology hiring strategies, leading recruitment teams, managing senior stakeholders, building scalable talent pipelines, and delivering high-quality technology talent within defined hiring timelines.

The ideal candidate should combine strong technical recruitment expertise with team leadership, stakeholder management, talent-market intelligence, and strong execution capabilities.

Key Responsibilities:

1. Technology Talent Acquisition Strategy:

- Develop and execute comprehensive recruitment strategies across Engineering, Product, Data, Infrastructure, and emerging technology functions.

- Own technology hiring plans, recruitment targets, SLAs, and overall delivery.

- Partner with business and technology leadership to understand workforce plans, organizational structures, and future hiring requirements.

- Develop sourcing strategies based on role complexity, seniority, technology stack, location, compensation, and talent availability.

- Build scalable talent acquisition models for both high-volume and niche technology hiring.

- Identify market challenges and develop strategies to improve hiring quality, speed, and conversion.

2. Technology Hiring:

- Lead and oversee hiring across areas including: Backend, Frontend - Full Stack Engineering, Software Development Engineers - SDE I - II - III, Engineering Managers - Tech Leads, DevOps - Cloud Engineering, Site Reliability Engineering (SRE), Data Engineering, Data Science - Analytics, AI - ML - Generative AI, QA Automation - SDET, Product Management - Product Design, Solution - Technical Architecture, Cybersecurity - Information Security, Infrastructure - Platform Engineering, and emerging and niche technology roles.

- Ensure recruitment teams understand technical requirements, technology stacks, architecture, experience expectations, and candidate evaluation criteria.

- Personally drive critical, leadership, niche, or confidential technology mandates when required.

3. Team Leadership - Performance Management:

- Lead, mentor, and develop a team of Technology Talent Acquisition Consultants - Recruiters.

- Define individual and team-level recruitment targets and KPIs.

- Allocate requisitions based on recruiter expertise, workload, and business priorities.

- Monitor recruiter productivity, pipeline health, conversion ratios, and closures.

- Conduct regular performance reviews and provide coaching and feedback.

- Build recruiter capability across technical sourcing, screening, stakeholder management, candidate engagement, and offer closure.

- Develop a high-performance, data-driven, and accountable recruitment culture.

4. Technology Sourcing - Talent Intelligence:

- Build and optimize sourcing strategies using: LinkedIn Recruiter, Naukri, GitHub, Stack Overflow, Employee referrals, Technology communities, Professional networks, Internal databases, Boolean - X-Ray search, and Passive sourcing.

- Lead talent mapping for niche and hard-to-hire technology skills.

- Develop competitor talent maps and identify relevant technology talent pools.

- Build proactive pipelines for current and future technology hiring.

- Establish strong technology talent communities and long-term candidate relationships.

- Provide insights into talent availability, compensation, notice periods, skill scarcity, and competitor hiring activity.

5. Senior Stakeholder Management:

- Act as a strategic Talent Acquisition partner to CTOs, Engineering Heads, Product Leaders, Technology Leadership, HR Leadership, and Business Heads.

- Partner with hiring managers to understand technical requirements, team structures, hiring priorities, and business objectives.

- Lead senior-level requirement-intake and hiring strategy discussions.

- Provide regular hiring reviews, dashboards, pipeline updates, and market intelligence.

- Challenge unrealistic requirements and recommend practical talent-market solutions.

- Manage expectations around candidate quality, compensation, availability, TAT, and hiring timelines.

- Build long-term strategic relationships with internal stakeholders and clients.

6. End-to-End Recruitment Delivery:

- Own recruitment delivery from requirement gathering through joining.

- Oversee sourcing, screening, technical assessment coordination, interview management, feedback, offer negotiation, and joining.

- Ensure recruitment teams meet agreed hiring SLAs and business timelines.

- Monitor requisition aging and proactively intervene in delayed or critical positions.

- Drive fast closures without compromising candidate quality.

- Resolve recruitment bottlenecks and escalate critical issues appropriately.

7. Candidate Experience - Offer Management:

- Establish high standards for technology candidate experience.

- Ensure transparent and timely communication throughout the hiring process.

- Oversee complex compensation and offer negotiations.

- Develop strategies to improve offer acceptance and offer-to-join ratios.

- Manage counter-offer situations and candidate objections.