Associate Director

Talent Hired-the Job Store; Chennai, Bengaluru; On-site; INR 1,500,000 - 2,100,000; Full time

Job summary

Talent Hired-the Job Store is seeking a senior Talent Acquisition leader to own end-to-end recruitment for an assigned manufacturing or automotive account. You will deliver on the annual hiring plan to SLA, protect account revenue, and build a high-performing team that consistently meets targets.

You will lead hands-on sourcing and pipeline development, report weekly on KPI dashboards, and drive AI-enabled tools for sourcing, screening and candidate engagement across the account.

Qualifications

• End-to-end talent acquisition ownership for assigned accounts.
• Deliver annual hiring plan to SLA and protect account revenue.
• Drive AI-enabled sourcing, screening and candidate engagement.

Responsibilities

• Deliver annual hiring plan of 1000–1500 hires with 95%+ fulfillment.
• Maintain time-to-fill within SLA for each role band.
• Publish weekly dashboards on positions, ageing, pipeline health and offers.
• Own revenue against annual plan, ensure billing accuracy and collections.

Skills

Sourcing

Stakeholder management

Talent pipeline development

AI adoption

Performance management

Dashboard reporting

Client relationship

Team leadership

Tools

ATS (Applicant Tracking System)

HRMS

Job description

Role purpose

• Own end-to-end talent acquisition for an assigned manufacturing or automotive account
• Deliver the annual hiring plan to SLA, protect account revenue and build a team that consistently meets its targets

1. Delivery and operations

• Deliver the annual hiring plan of 1,000-1,500 hires, tracked as monthly fulfilment against plan (target 95%+)
• Hold time-to-fill within the contracted SLA for each role band
• Review every requisition ageing beyond 30 days in the weekly account review
• Track funnel ratios weekly (CV-to-shortlist, shortlist-to-interview, interview-to-offer) and act on any stage below benchmark
• Maintain offer-to-join conversion at 85%+ through structured candidate engagement
• Publish a weekly dashboard covering open positions, ageing, pipeline health, SLA status and offers in hand
• Own account revenue against the annual plan, including billing accuracy and on-time collections
• Ensure 100% ATS data accuracy with same-day status updates
• Make sure no requisition is without a named owner and a live pipeline

2. Sourcing and talent pipeline

• Lead hands-on sourcing for critical and niche mandates
• Head-hunt for roles that portals cannot fill
• Build ready pipelines of active and passive candidates for repeat-demand and hard-to-fill roles
• Introduce at least one new sourcing channel or campaign format each quarter and report its yield against existing channels
• Complete skill and sub-skill mapping for 100% of active requisitions

3. Client and stakeholder governance

• Run a weekly requisition review with hiring managers
• Run monthly and quarterly business reviews with client leadership
• Act as the single point of contact for all recruitment, sourcing and escalation matters
• Share market intelligence (talent availability, compensation trends, competitor movement) in every monthly review
• Measure hiring manager CSAT each quarter and close every feedback item with a documented action

4. Technology and AI adoption

• Drive full team adoption of AI-enabled tools for campaign creation, sourcing, screening and candidate engagement
• Ensure governance and compliance across policy, process and procedure, with zero audit exceptions on the account

5. People management

• Create KPIs for every team member on the HRMS and manage performance against them through the year
• Share the quarterly scorecard with the Performance Management team on time
• Run structured engagement and team-bonding activities that go beyond work
• Build and review a documented career path for each team member
• Plan and track training, holding voluntary attrition at or below 15%

6. Also expected

• Run the weekly delivery dashboard and monthly account MIS, and act on what the numbers show rather than only reporting them
• Build recruiter capability by finding skill gaps, coaching against them and adding capability where the plan needs it
• Own the measures the client judges the account on: hiring plan fulfilment, TAT and SLA management