Talent Acquisition Manager

1. Role Overview:

The Talent Acquisition Manager leads the end-to-end recruitment function for IT By Design's India operations, owning the full hiring lifecycle across technical, non-technical, and leadership roles. This role is responsible for building a high-performing TA team, developing proactive sourcing strategies, and ensuring that every hire reflects the company's values, capability standards, and culture.

Sitting at the intersection of HR strategy and business execution, the Talent Acquisition Manager partners closely with department heads, the HR Director, and senior leadership to forecast hiring needs, reduce time-to-fill, strengthen employer brand, and build talent pipelines that support IT By Design's continued growth across Noida and beyond.

2. Key Responsibilities:

- Own the full-cycle recruitment process for all roles in India - from intake to offer - ensuring a high-quality, consistent candidate experience at every stage.

- Lead, mentor, and manage a team of Talent Acquisition Partners and Sourcing Specialists, setting clear goals, reviewing performance, and driving team accountability.

- Partner with department heads and HR leadership to forecast hiring demand, build workforce plans, and translate business growth into proactive talent strategies.

- Develop and execute multi-channel sourcing strategies using LinkedIn Recruiter, job portals, campus partnerships, employee referral programs, and passive candidate outreach.

- Build and maintain talent pipelines for critical and high-volume roles including IT engineers, HR professionals, marketing, finance, and operations functions.

- Define and enforce structured interview processes, competency frameworks, and assessment criteria to improve hiring quality and reduce mis-hires.

- Own recruitment metrics and reporting - including time-to-fill, time-to-offer, source-of-hire, offer acceptance rate, and cost-per-hire - and present insights to HR and business leadership.

- Drive employer branding initiatives in collaboration with Marketing and HR, including Glassdoor management, LinkedIn presence, campus engagement, and Great Place to Work programs.

- Manage and optimize the Applicant Tracking System (ATS), ensuring data hygiene, process compliance, and accurate reporting across the hiring pipeline.

- Oversee campus recruitment drives, walk-in hiring events, and lateral hiring campaigns as required.

- Ensure all recruitment activity complies with internal policies, budgets, and regulatory requirements.

- Collaborate with the global TA and HR teams across the Philippines and the US to align practices, share best approaches, and support cross-location hiring where needed.

3. Must-Have Qualifications:

- Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; Master's degree / MBA in HR preferred.

- 7 - 10 years of progressive talent acquisition experience, with at least 2 - 3 years in a managerial or team-lead capacity.

- Proven track record of managing high-volume and leadership hiring simultaneously in a fast-paced technology or IT services company.

- Strong hands-on experience with LinkedIn Recruiter, Naukri, Indeed, and ATS platforms.

- Demonstrated ability to build and lead a TA team - setting goals, coaching recruiters, and driving accountability against hiring SLAs.

- Experience partnering with senior business stakeholders on workforce planning and role scoping.

- Solid understanding of competency-based interviewing, structured assessments, and hiring quality metrics.

- Strong data orientation - ability to build dashboards, track TA KPIs, and present hiring analytics to leadership.

4. Nice-to-Have Qualification:

- Experience recruiting for US-facing or global roles in IT managed services, BPO, or SaaS companies.

- Familiarity with diversity hiring frameworks and structured inclusion initiatives.

- Experience with employer branding campaigns, Glassdoor strategy, or Great Place to Work certification programs.

- Exposure to HR analytics tools or HRIS platforms (PeopleStrong, Darwinbox, or similar).

- Certification in Talent Acquisition, HR Management, or related field (SHRM, NHRDN, or equivalent).

5. Behavioral Traits:

- Ownership mindset - takes full accountability for hiring outcomes, not just activity.

- Proactive and pipeline-first - always thinking two steps ahead of the business need.

- Collaborative and consultative - earns trust from hiring managers through quality and consistency.

- Data-driven - uses metrics to drive decisions, not just report on them.

- High standards for candidate experience - treats every candidate as a future brand ambassador.

- Resilient under pressure - maintains quality and pace during high-demand hiring cycles.

- Team developer - invests in the growth and capability of the TA team.

6. What Success Looks Like:

- First 30 Days: Full audit of current TA processes, team, pipeline health, and open roles completed; relationships established with all key hiring managers.

- First 60 Days: Structured hiring processes and SLAs defined; ATS hygiene improved; sourcing channels active across all critical open roles.

- First 90 Days: Measurable reduction in time-to-fill; hiring manager satisfaction improving; TA team operating with clear goals, structured reviews, and consistent accountability.

- By 6 Months: Talent pipelines built for recurring roles; employer brand initiatives underway; TA metrics dashboard presented monthly to HR and leadership.

- By 12 Months: Hiring delivery consistently meeting or exceeding SLAs; TA team capability strengthened; referral rates and offer acceptance rates improved year-on-year.

7. Who This Role Is For:

- Experienced TA leaders who want to own a function - not just manage a team.

- Recruiters who have grown into managers and understand both the craft and the strategy of talent acquisition.

- Those who are energized by building structure, systems, and capability in a scaling organization.

- People who genuinely care about candidate experience and employer brand as much as speed-to-hire.

- Leaders who are comfortable presenting data and insights to senior HR and business stakeholders.

8. Who This Role Is Not For:

- Individual contributors who are not ready or willing to lead and develop a team.

- Recruiters who focus purely on volume without attention to quality, process, or candidate experience.

- Candidates uncomfortable with data, reporting, or accountability against defined SLAs.

- Those seeking a purely operational role without strategic partnership responsibilities.

9. Benefits:

- Competitive salary and benefits.

- Great work-life balance.

- Medical insurance coverage worth INR 5 Lakh for employees and their immediate family.

- Accidental policy coverage of INR 5 Lakh.

- Term Life insurance worth INR 20 Lakh.

- Community-based engagement clubs.

- Subsidized meals and discounted medical check-ups.

- Community Wellness programs for employee wellbeing.

- CEO's personalized 'Life by Design' program for leading a fulfilling life.