Corporate Talent Acquisition Lead – India

TekWissen India; Bengaluru; On-site; INR 1,500,000 - 2,700,000; Full time

Job summary

TekWissen Group is seeking a highly driven Corporate Talent Acquisition Lead – India to lead corporate recruitment across PAN India, including Visakhapatnam, onsite. This role goes beyond traditional recruitment, building talent pipelines before openings and creating innovative sourcing strategies for niche roles.

You will partner with hiring managers across TekWissen’s business units, owning the recruitment lifecycle from workforce planning through onboarding, while driving data‑driven

Qualifications

• Bachelor's degree in HR or related field.
• MBA/PGDM in Human Resources is preferred.
• Certifications in Talent Acquisition, HR Analytics, Sourcing, or related areas are advantageous.
• 7–12+ years of progressive Talent Acquisition / Recruitment experience.
• Experience managing recruitment across multiple functions and strong stakeholder management.

Responsibilities

• Own and drive end-to-end corporate recruitment for TekWissen Group across PAN India.
• Partner with hiring managers and business leaders to build forward-looking hiring forecasts and demand plans.
• Develop and execute innovative hiring initiatives and campaigns (hackathons, campus hiring, alumni networks).
• Build scalable talent pipelines for niche and hard-to-fill roles and provide market insights to leadership.
• Own the recruitment life cycle from workforce planning to onboarding and post-joining effectiveness.

Job description

TekWissen Group is a workforce management provider throughout India and many other countries in the world.

Work Type: Onsite

Job Type: Full-Time – Supports PAN India

Function: Corporate Human Resources / Talent Acquisition

Reporting To: Head of Human Resources / Senior Leadership

Shift: 11 am to 8 pm IST.

Job Description:

Role Overview

• TekWissen is looking for a highly driven, creative, and business-oriented Corporate Talent Acquisition Lead – India to lead corporate recruitment across the organization.
• This role is designed for a Talent Acquisition professional who goes beyond traditional recruitment.
• We are looking for someone who can build talent pipelines before positions open, understand the market before hiring begins, create innovative sourcing strategies for niche talent, and continuously improve the quality, speed, experience, and ROI of hiring.
• The ideal candidate should have demonstrated experience in building creative recruitment campaigns, Recruiterathons, Hackathons, hiring projects, talent communities, employee referral initiatives, campus/fresher programs, niche-role sourcing strategies, and data-driven recruitment programs.
• This individual will partner closely with hiring managers and business leaders across TekWissen’s business units and will own the recruitment lifecycle from workforce planning and talent intelligence through sourcing, screening, selection, offer management, onboarding, and post-joining hiring effectiveness.

KEY RESPONSIBILITIES

• Own and drive end-to-end corporate recruitment for TekWissen across PAN India.
• Manage hiring across multiple functions and business areas, including:
• Staffing / Recruitment
• Talent Acquisition
• Corporate HR / HR Operations
• Learning & Development
• Finance & Accounts
• Information Technology
• Software / Engineering
• Networking / Infrastructure
• Data & Analytics
• Back Office / Operations
• Call Center / Customer Support
• Business Support Functions
• Internships
• Graduate / Fresher Hiring
• Specialized and niche corporate positions
• Build scalable recruitment strategies based on business requirements, talent availability, urgency, and role complexity.

2.Strategic Hiring Manager Partnership

• Establish TA as a strategic business partner rather than a requisition-processing function.
• Conduct structured weekly connects with hiring managers and business leaders.
• Understand current hiring requirements as well as upcoming workforce needs.
• Build forward-looking hiring forecasts.
• Understand skill gaps, replacement requirements, growth plans, and future organizational requirements.
• Challenge and refine hiring requirements where appropriate.
• Provide market feedback on talent availability, compensation, competition, notice periods, and skill supply.
• Establish clear hiring priorities, timelines, and recruitment strategies for every business unit.
• Maintain continuous communication with stakeholders until positions are successfully closed.
• Create a regular hiring-manager pulse mechanism to understand:
• Quality of profiles
• Recruitment turnaround time
• Offer acceptance
• Areas requiring improvement

3.Recruitment Innovation & Out-of-the-Box Hiring

• We are specifically looking for someone who can rethink how recruitment is done.
• The TA Lead will be expected to conceptualize and execute innovative hiring initiatives such as:
• Hiring Hackathons
• Talent Hackathons
• Recruitment Drives
• Mass Hiring Events
• Virtual Hiring Days
• Skill-based hiring campaigns
• Talent Communities
• Passive Candidate Engagement Programs
• Employee Referral Campaigns
• Campus Hiring Initiatives
• Fresher Talent Programs
• Alumni Talent Networks
• Competitor Talent Mapping
• Geo-specific Talent Drives
• AI-enabled sourcing initiatives
• Recruitment contests and sourcing challenges
• Specialized hiring projects for difficult-to-fill positions

The candidate should continuously ask:

• “Is there a better, faster, smarter or more creative way to hire this talent?”

4. Niche & Difficult-to-Fill Role Strategy

• Develop customized sourcing strategies for niche, specialized, confidential, or difficult-to-close positions.
• For every critical role, evaluate:
• Talent pool availability
• Competitor organizations
• Relevant industries
• Geographic talent concentration
• Notice-period trends
• Candidate movement
• Skill availability
• Talent seniority
• Hiring feasibility
• Create role-specific talent acquisition plans rather than applying a one‑size‑fits‑all recruitment model.
• Build a strong Talent Market Intelligence capability for TekWissen.
• Regularly monitor:
• Competitor hiring trends
• Talent movement
• Salary trends
• Hiring hotspots
• Talent availability by location
• Competitor organizational growth
• Attrition trends where information is available
• New technology and skill requirements
• Talent acquisition practices
• Industry hiring patterns
• Develop competitor and talent maps for strategically important roles.
• Provide leadership with actionable insights such as:
• Where is the talent?
• Who is hiring the talent?
• What are they paying?
• What skills are emerging?
• Where should TekWissen hire?
• What talent should we build pipelines for now?

6. Workforce & Hiring Forecasting

• Develop forward‑looking recruitment forecasts in partnership with business leaders.
• Maintain visibility into:
• Current open positions
• Expected upcoming requirements
• Replacement hiring
• Growth hiring
• Seasonal hiring
• Fresher / internship requirements
• Critical skill requirements
• Anticipated hiring challenges
• Recruitment capacity
• Create proactive talent pipelines for future requirements rather than waiting for requisitions to open.
• Own the quality of candidates entering the interview process.
• Responsibilities include:
• Resume screening
• Competency assessment
• Communication and behavioral assessment
• Notice‑period validation
• Motivation and career assessment
• Candidate profiling
• Interview coordination
• For critical roles, provide hiring managers with structured candidate summaries and market context.

8. Spotlight Calls & Candidate Engagement

• Develop a strong candidate engagement process throughout the hiring lifecycle.
• Own or coordinate:
• Spotlight calls
• Career opportunity conversations
• Counter‑offer management
• Joining commitment
• Ensure candidates receive a consistent and professional TekWissen experience from first contact through joining.

9. Offer Management & Closure

• Drive the complete offer process and maximize offer‑to‑join conversion.
• Monitor:
• Offers released
• Offer acceptance
• Counter offers
• Joining commitments
• Joining conversions
• Identify patterns behind offer declines and develop corrective strategies.
• Recruitment success should not end when the candidate joins.
• The TA Lead will establish a 1–90 Day New Hire Success Measurement framework.
• Track and analyze:
• Day 1–7
• Joining experience
• Onboarding completion
• Documentation
• Day 30
• Role alignment
• Early performance indicators
• Employee experience
• Potential concerns
• Day 60
• Performance trajectory
• Productivity
• Engagement
• Day 90
• Performance
• Productivity
• Retention
• Role fit
• Recruitment ROI
• Use these insights to determine which recruitment sources, recruiters, hiring channels, and selection methods produce the best employees.

11. Recruitment ROI & Performance Analytics

• Build a data‑driven TA dashboard covering:
• Time to Source
• Time to Screen
• Time to Interview
• Time to Offer
• Time to Hire
• Offer Acceptance Rate
• Offer‑to‑Join Ratio
• Interview‑to‑Selection Ratio
• Quality of Hire
• 30/60/90‑Day Performance
• Early Attrition
• Candidate Experience
• Move recruitment conversations from:
• “How many people did we hire?”
• to:
• “Did we hire the right people, from the right sources, at the right cost, with the right business outcome?”

12. Recruitment Process Improvement

• Continuously evaluate and improve the TA operating model.
• Identify opportunities to improve:
• Sourcing
• Screening
• Interview turnaround time
• Offer conversion
• Joining conversion
• Recruitment technology
• Recruitment analytics
• Employer branding
• Introduce automation, AI tools, analytics, and technology wherever they can improve recruitment effectiveness.

13. Employer Branding & Talent Attraction

• Partner with HR and business leadership to strengthen TekWissen’s employer brand.
• Develop initiatives across:
• LinkedIn
• Employee stories
• Employee referral campaigns
• Hiring campaigns
• Campus branding
• Talent communities
• Digital employer branding
• Create compelling campaigns that make TekWissen a destination for high‑quality talent.

14. Campus, Internship & Fresher Hiring

• Build scalable programs for:
• Campus recruitment
• Graduate hiring
• Internship programs
• Fresher hiring
• University partnerships
• Technical hiring events
• Assessment‑based hiring
• Develop a sustainable pipeline of early‑career talent for future organizational growth.

15. Recruitment Team Leadership

• Depending on organizational structure, the TA Lead may manage recruiters / sourcers and will be responsible for building a high‑performance recruitment culture.
• Responsibilities may include:
• Recruiter productivity
• Recruitment targets
• Daily / weekly performance reviews
• Coaching and mentoring
• Quality control
• Recruiter capability development
• Performance management
• Best‑practice sharing
• Encourage recruiters to become Talent Advisors, not simply profile generators.

REQUIRED EXPERIENCE

• 7–12+ years of progressive Talent Acquisition / Recruitment experience, preferably with significant corporate hiring exposure.
• Experience managing recruitment across multiple functions.
• Strong stakeholder and hiring‑manager management experience.
• Demonstrated experience with niche and difficult‑to‑fill positions.
• Experience building recruitment strategies and talent pipelines.
• Strong understanding of PAN‑India talent markets.
• Strong interviewing and candidate assessment skills.
• Experience with recruitment analytics and metrics.
• Strong communication and influencing capabilities.

Strongly Preferred

• Experience in one or more of the following:
• Hackathons
• Hiring Hackathons
• Recruitment campaigns
• Campus hiring programs
• Mass hiring initiatives
• Talent mapping
• Competitor mapping
• Employer branding
• Recruitment analytics
• AI / technology‑enabled recruitment
• Talent community building
• Fresher / internship programs

IDEAL CANDIDATE PROFILE

• We are looking for someone who is:
• Creative — challenges traditional recruitment methods.
• Business‑minded — understands why the business is hiring, not just what position needs to be filled.
• Data‑driven — uses metrics and analytics to improve hiring outcomes.
• Curious — constantly studies the talent market and competitor landscape.
• Proactive — builds talent pipelines before requirements become urgent.
• Influential — can partner confidently with hiring managers and business leaders.
• Experimental — willing to test new ideas and measure their impact.
• Execution‑oriented — turns recruitment ideas into measurable hiring results.
• Candidate‑focused — understands that candidate experience directly impacts employer brand and hiring success.

KEY PERFORMANCE INDICATORS

• The success of this role will be measured through a balanced combination of hiring delivery, quality, stakeholder experience, innovation, and business impact.
• Hiring Delivery
• Time to Hire
• Critical‑role closure
• Hiring forecast accuracy
• Hiring Quality
• Quality of Hire
• 30/60/90‑day performance
• Early attrition
• Candidate Conversion
• Screening-to-interview ratio
• Interview-to-offer ratio
• Offer acceptance rate
• Offer‑to‑join ratio
• Talent maps created
• Critical‑skill availability
• Market compensation insights
• New recruitment initiatives launched
• Recruiterathons / Hackathons
• New sourcing channels
• Talent communities created
• Business Partnership
• Weekly hiring‑manager connects
• Forecasting accuracy
• Hiring plan adherence
• Recruitment ROI
• Cost per hire
• Recruiter productivity

SUCCESS IN THE FIRST 90 DAYS

• Understand TekWissen’s business units and organizational structure.
• Meet key hiring managers and business stakeholders.
• Review existing recruitment processes and metrics.
• Understand current hiring demand and pipeline.
• Identify critical hiring challenges.
• Conduct an initial talent‑market assessment.
• Days 31–60 — Build
• Build talent maps for priority roles.
• Identify sourcing gaps.
• Launch at least one recruitment innovation initiative.
• Days 61–90 — Transform
• Launch proactive talent pipelines.
• Implement recruitment ROI tracking.
• Launch a measurable innovative hiring campaign / Recruiterathon / Hackathon / specialized hiring project.
• Present a Corporate Talent Acquisition Transformation Roadmap to HR leadership.

EDUCATION

• Bachelor's degree required.
• MBA / PGDM in Human Resources, Talent Management, Business Administration, or a related discipline is preferred.
• Relevant professional certifications in Talent Acquisition, HR Analytics, Sourcing, or related areas will be an advantage.

LOCATION

• Visakhapatnam
• The role will support PAN‑India hiring and may require interaction with business leaders, hiring managers, candidates, universities, recruitment partners, and other stakeholders across India.

WHY THIS ROLE IS DIFFERENT

• This is not a traditional recruitment role.
• The person joining this position will have the opportunity to help build a modern, data‑driven and innovation‑led Corporate Talent Acquisition function at TekWissen.
• We are looking for someone who can move beyond:
• and build:
• If you are someone who enjoys solving difficult hiring problems, experimenting with new recruitment models, understanding talent markets, influencing business leaders, and building scalable talent strategies, this role offers an opportunity to make a significant organizational impact.

Core Philosophy

• “Don't wait for talent to apply. Find the talent, understand the talent, engage the talent, and build the right opportunity for the talent.”

TekWissen® Group is an equal opportunity employer supporting workforce diversity.