Job Responsibilities
Key Responsibilities
End-to-End Recruitment
Manage the complete recruitment lifecycle from requisition intake to offer rollout and onboarding.
Partner with hiring managers to understand workforce requirements, role expectations, and hiring priorities.
Develop sourcing strategies to attract top technology talent across various levels.
Drive recruitment for IT, Cloud, Platform Engineering, DevOps, Infrastructure, Data Engineering, Cybersecurity, Product Engineering, and related technology positions.
Talent Sourcing & Mapping
Source candidates through LinkedIn Recruiter, job portals, employee referrals, networking platforms, and talent communities.
Conduct market mapping and competitor talent intelligence for niche technology skill sets.
Build and maintain a strong pipeline of active and passive candidates.
Create talent pools for critical and recurring technology requirements.
Stakeholder Management
Work closely with business leaders, hiring managers, and HR Business Partners to drive hiring outcomes.
Provide regular updates on hiring progress, sourcing challenges, market insights, and competitor intelligence.
Manage recruitment expectations and ensure timely closure of open positions.
Candidate Assessment & Selection
Conduct initial screening and competency-based interviews.
Assess candidates for technical fit, cultural alignment, and organizational suitability.
Coordinate technical interviews and facilitate hiring decisions.
Ensure a seamless and positive candidate experience throughout the recruitment process.
Offer Management
Manage offer negotiation discussions with shortlisted candidates.
Partner with compensation and HR teams for offer approvals and closures.
Monitor offer-to-joiner conversion and minimize dropouts through proactive engagement.
Recruitment Analytics
Track and report key hiring metrics including:
Time-to-fill
Time-to-hire
Offer acceptance rate
Source effectiveness
Cost per hire
Diversity hiring metrics
Publish periodic recruitment dashboards and insights.
Process Excellence
Ensure compliance with recruitment policies and governance standards.
Continuously improve sourcing strategies, interview practices, and hiring processes.
Support employer branding and recruitment marketing initiatives.
Key Result Areas
Create an enabling ecosystem of hiring for C&PTalent Acquisition Teams leading to faster hiring
and decision making (improvement in productivity, hiring TAT, identification of newer channels of
hiring/talent sourcing)
Design assessment and selection tools for hiring managers and regional hiring teams
(designing/sourcing of effective hiring tools & methods; and ensure implementation through the
Regional HR Teams
Hiring Cost optimization: reduction in hiring cost as per assigned target
Build strong brand presence on social media, campus, and overall talent market (recognition of TTL
best practices in external forums, TTL Management participation in campus communities and other
external events)
Prospective talent/candidates’ database availability