Assistant Manager- TA (Technology)

CBIZ India; Pune District; Hybrid; INR 1,800,000 - 3,200,000; Full time

Benefits offered by this job

Health Insurance

Hybrid work model

Relocation benefits

Parental leaves

PF & Gratuity

Job summary

CBIZ India in Pune is seeking an Assistant Manager – Talent Acquisition (Technology) to drive end-to-end recruitment for software and tech roles, partnering with business leaders to attract top talent and meet timelines. You will build talent pipelines, enhance candidate experience, mentor recruiters, and continuously improve processes with recruitment analytics and market intelligence.

This role emphasizes stakeholder management, data-driven decisions, and a proactive, consultative approach in

Qualifications

• 8–12 years in Talent Acquisition with IT/Technology focus.
• Proven end-to-end hiring for Software Eng, Cloud, Infra, Data, Product & Tech roles.
• Strong stakeholder management & business partnering.
• Expertise in sourcing through LinkedIn Recruiter, portals, referrals & direct sourcing.
• Experience hiring for niche & hard-to-fill tech roles.
• Strong interviewing, assessment & offer negotiation skills.
• Experience with ATS platforms.
• Strong recruitment analytics, Excel & PowerPoint skills.

Responsibilities

• Partner with hiring managers, HRBPs & business leaders to understand workforce needs and manage end-to-end lifecycle.
• Build strong talent pipelines through multiple sourcing channels & drive employer branding.
• Monitor recruitment metrics and insights to ensure high-quality hires.
• Analyze metrics and trends to identify bottlenecks and improvements.
• Provide insights on talent availability, compensation trends & hiring strategies.
• Serve as a trusted talent advisor aligning recruitment with business needs.
• Develop relationships with passive candidates to sustain pipelines.
• Identify opportunities to improve recruitment processes and recruiter efficiency.
• Evaluate new recruitment technologies and AI-enabled sourcing.
• Standardize workflows to improve efficiency, compliance & stakeholder satisfaction.
• Identify skill gaps and target sourcing for future needs.
• Promote data-driven hiring culture to influence business decisions.

Skills

Talent Acquisition

End-to-end hiring (Tech)

Stakeholder management

LinkedIn Recruiter sourcing

Niche tech recruiting

Interviewing & negotiation

ATS experience

Recruitment analytics

Tools

ATS platforms

Job description

CBIZ is a leading professional services company providing accounting, tax, advisory, benefits, insurance, and technology solutions to middle-market organizations across the United States. We help clients navigate complexity, manage risk, and pursue growth through practical insight and disciplined execution.

With more than 9,500 team members across 23 major markets, CBIZ brings deep expertise and local understanding to every engagement, supported by integrated teams across the globe.

Our Services

CBIZ delivers a comprehensive range of professional services designed to help organizations grow, manage risk, and navigate complexity.

Our Service Areas:

• Accounting
• Tax
• Benefits & HR
• Insurance
• Technology

Our Mission

To provide exceptional advice and solutions that help our clients achieve their goals.

Our Vision

To be recognized by our clients as the premier provider of accounting, insurance, and other professional business services and by our team members as their employer of choice.

Join Us on Our Journey

As we continue to grow and expand our horizons, CBIZ remains committed to delivering exceptional service and value to our clients. We invite you to join us on this exciting journey and explore the possibilities that we offer.

Role Overview

The Assistant Manager – Talent Acquisition (Technology) is responsible for driving end-to-end recruitment for technology roles, partnering with business leaders to attract and hire high-quality talent. The role focuses on delivering hiring outcomes within agreed timelines, building strong talent pipelines, enhancing candidate experience, and continuously improving recruitment processes through data and market intelligence. The incumbent will also mentor recruiters and contribute to strategic workforce planning.

Roles and Responsibilities

• Partner with hiring managers, HRBPs, and business leaders to understand workforce needs, provide hiring market insights, and manage the end-to-end recruitment lifecycle from sourcing to onboarding.
• Build strong talent pipelines through multiple sourcing channels, drive employer branding and employee referral initiatives, and deliver an exceptional candidate and stakeholder experience.
• Monitor recruitment metrics and dashboards, provide actionable hiring insights, and ensure timely, high-quality hiring through data-driven decision-making.
• Analyze recruitment metrics and hiring trends to identify bottlenecks and recommend improvements.
• Provide insights on talent availability, compensation trends, and hiring strategies
• Serve as a trusted talent advisor, aligning recruitment strategies with business and workforce needs.
• Build long-term relationships with passive candidates to create a sustainable talent pipeline.
• Identify opportunities to improve recruitment processes, candidate experience, and recruiter efficiency.
• Evaluate new recruitment technologies. (Like how AI can help us)
• Standardize and streamline hiring workflows to improve process efficiency, compliance, and stakeholder satisfaction.
• Identify critical skill gaps and recommend targeted sourcing strategies to address future talent needs.
• Promote a data-driven hiring culture by using recruitment insights to influence business decisions.

Must Have Skills

• 8–12 years of experience in Talent Acquisition with significant exposure to IT/ Technology recruitment.
• Proven experience managing end-to-end hiring for Software Engineering, Cloud, Infrastructure, Data, Product, and Technology roles.
• Strong stakeholder management and business partnering skills.
• Expertise in sourcing through LinkedIn Recruiter, job portals, referrals, and direct sourcing.
• Experience hiring for niche and hard-to-fill technology roles.
• Strong interviewing, candidate assessment, and offer negotiation skills.
• Experience working with Applicant Tracking Systems (ATS).
• Strong recruitment analytics, Excel, and PowerPoint skills.

Core Competencies and Behavioural Traits

• Strong business partnering and stakeholder management.
• High ownership, accountability, and execution focus.
• Excellent influencing and negotiation skills.
• Candidate-first mindset with a strong focus on hiring quality.
• Data-driven decision-making and analytical thinking.
• Creative sourcing and problem-solving approach.
• Technology and automation-first mindset.
• Ability to thrive in a fast-paced, ambiguous environment.

Good to Have Skills

• Experience hiring for Global Capability Centers (GCCs).
• Employer branding and recruitment marketing experience.
• Exposure working on ATS platforms for end to end recruitment.
• Experience leveraging AI-powered sourcing and recruitment automation tools.
• Market mapping, talent intelligence, and competitor hiring research.

What Success Looks Like (First 6–12 Months)

• Establish a strong local talent network and position the organization as an employer of choice in the Pune talent market.
• Consistently achieve key recruitment KPIs, including Time-to-Fill, Offer Acceptance Rate, Quality of Hire, and Hiring Manager Satisfaction.
• Deliver an exceptional candidate and stakeholder experience, reflected through high satisfaction and strong offer-to-join conversion rates.
• Develop strong partnerships with business leaders, HRBPs, and hiring managers, earning credibility as the go-to recruitment advisor.

What This Role Is Not

This is not a transactional recruitment role focused solely on filling vacancies or coordinating interviews. It is not suited for someone who waits for instructions, relies exclusively on traditional sourcing methods, or works reactively.

Success in this role requires a proactive and consultative approach, strong stakeholder management, strategic sourcing, data-driven decision-making, and ownership of hiring outcomes. The expectation is to act as a trusted talent partner who drives hiring quality, delivers an exceptional candidate experience, and creates meaningful business impact—not simply recruitment activity.

• Competitive remuneration and benefits package

Insurance Benefits – Health Insurance cover for family includes 2 parents, OPD & Term life Insurance

Paid time off - Parental leaves (Maternity & Paternity leaves), Paid Leaves

Work life Harmony - Hybrid work model

Mobility Benefits - Relocation benefits and door-to-door transportation

Retiral Benefits - Employee PF Contribution, Gratuity, Leave Encashment

• Once in a lifetime opportunity to set up offshore business for one of the 10th largest Financial Services and CPA firm in the US.
• Chance to work with a team of talented and passionate individuals who are committed to delivering high-quality work to our clients.
• The opportunity to thrive in a high-performance environment while contributing to the foundation of a new division.