Talent Acquisition Manager
LocationIndia
Work moderemote
Typefull-time
SeniorityLead
Experience10–12 yrs
DepartmentWeekday's Client via platform
Company size10,000+ people
PostedSep 28, 2026 · 2w ago
Verified live1d ago
At a glanceSummarised by Seekless from the posting.
7–12 years of experience in Talent Acquisition
At least 3+ years in a leadership role in Talent Acquisition
Experience scaling hiring in high-growth product/technology organizations
Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product)
Proven ability to build recruitment processes, frameworks, and TA teams
Strong stakeholder management and communication skills
Ability to operate in fast-paced, ambiguous, high-accountability environments
Experience with hiring dashboards, ATS systems, and recruitment analytics
Strategic Sourcing
Strategic Hiring
Hiring
Recruiter
Skills
AI/ML
Robotics
Embedded Engineering
Cybersecurity
Cloud
Data
ATS
This role is for one of Weekday’s clients
Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA)
Min Experience: 10+ years
Location: Remote (India)
JobType: full-time
About the role
We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.
This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”
Requirements
Key Responsibilities
A. Talent Acquisition Strategy & Leadership
•
Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
•
Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
•
Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.
B. Technology + Business Hiring
Lead hiring across specialized and diverse roles including:
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Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
•
Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
•
Leadership roles across functions
C. Build Scalable Hiring Processes
•
Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
•
Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
•
Implement predictable hiring mechanisms that scale with organizational growth.
D. Workforce & Talent Planning
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Partner with business teams to understand future capability needs.
•
Build proactive talent pipelines for niche, critical, and high-impact roles.
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Conduct quarterly workforce planning and hiring capacity analysis.
E. Talent Intelligence & Market Mapping
•
Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
•
Build talent intelligence reports for leadership decision-making.
F. Solve Hiring Bottlenecks
Identify and resolve bottlenecks across:
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Sourcing channels
•
Interview readiness
•
Panel bandwidth
•
Decision cycles
•
Compensation alignment
•
Offer conversions
•
Notice periods
•
Internal processes and documentation gaps
G. Build & Lead TA Teams
•
Hire, mentor, and lead a high-performing Talent Acquisition team.
•
Define ownership, specialization, KPIs, and execution culture.
•
Drive accountability, speed, and quality across the hiring lifecycle.
H. Data-Driven Recruitment
Use hiring data to improve:
•
Time-to-Hire
•
Quality-of-Hire
•
Offer-to-Join Ratio
•
Source Effectiveness
•
Cost-of-Hire
•
Hiring Manager Experience
•
Process predictability and SLA adherence
3. Required Skills & Experience
•
7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
•
Experience scaling hiring in high-growth product/technology organizations.
•
Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
•
Proven ability to build recruitment processes, frameworks, and TA teams.
•
Strong stakeholder management and communication skills.
•
Ability to operate in fast-paced, ambiguous, high-accountability environments.
•
Experience with hiring dashboards, ATS systems, and recruitment analytics.
4. Competencies
•
Strategic Thinking
•
Execution Excellence
•
Stakeholder Management
•
Problem Solving & Decision Making
•
Talent Intelligence
•
Process Design & Optimization
•
Leadership & Team Building
•
Data-Driven Mindset
•
High Ownership & Accountability
5. What Success Looks Like
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Predictable, scalable hiring processes
•
Reduced Time-to-Hire and improved Quality-of-Hire
•
Strong talent pipelines for critical roles
•
High hiring manager satisfaction
•
Clear documentation, SLAs, and audit-ready processes
•
A high-performing TA team with strong execution culture
•
TA functioning as a business partner, not a support function
Must-have skills
Strategic Sourcing, Strategic Hiring
Nice to have
Good-to-have skills
Hiring, Recruiter