Head of Talent Acquisition

Invisia; Karnataka; On-site; INR 4,200,000 - 6,400,000; Full time

Job summary

Invisia Software is seeking a hands-on Head of Talent Acquisition in Bengaluru to own the end-to-end TA function, translate business plans into hiring strategies, and lead a small TA team. The role requires deep expertise in sourcing, employer branding, analytics, and cross-functional collaboration with leadership.

You will establish processes, KPIs and governance to ensure timely, cost-effective hires across technology, product, design, sales and operations, while building scalable talent

Qualifications

• 10–15 years of Talent Acquisition experience, preferably with significant exposure to SaaS, product or technology organizations.
• Minimum 4–5 years of experience directly managing TA professionals.
• Demonstrated experience owning a TA function or substantial recruitment portfolio.
• Proven ability to translate workforce requirements into structured hiring plans and execution.

Responsibilities

• Own the complete Talent Acquisition function from workforce planning through strategy, team management and hiring outcomes.
• Lead or support critical senior and leadership hiring with hands-on sourcing, talent mapping and candidate engagement.
• Build and manage a TA team with clear ownership, performance metrics, and governance.
• Establish TA processes, SLAs, interview frameworks and analytics to drive cost and quality outcomes.
• Partner with leadership and functional heads to forecast capacity and maintain talent pipelines.

Job description

Function: People & Culture

Experience: 10–15 years

Team: 2–4 TA professionals initially

Industry Preference: SaaS / Product Technology

About Invisia Software

Invisia Software is a growing product technology company headquartered in Bengaluru. As the organization scales its product, technology and business functions, we are strengthening our Talent Acquisition function to build a predictable, high-quality and scalable hiring capability.

Role Overview

The Head of Talent Acquisition will own the complete Talent Acquisition function, from workforce and hiring planning through recruitment strategy, team management, sourcing, execution, funnel performance and hiring outcomes.

This is a hands‑on functional leadership role. The successful candidate will partner with leadership and functional heads to translate business and workforce requirements into executable hiring plans, establish TA goals and processes, build and manage the TA team, personally support critical hiring, and ensure recruitment performance meets agreed quality, timeline and cost expectations.

The role is expected to establish a TA function that operates with clear ownership, measurable performance, reliable forecasting and limited dependency on continuous senior leadership intervention.

Key Responsibilities

Workforce and Hiring Planning

• Partner with leadership, HR and functional heads to translate annual and quarterly business plans into workforce and hiring requirements.
• Validate requirements based on business priority, role necessity, skill availability, compensation and market conditions.
• Develop quarterly and monthly hiring plans with priorities, timelines, recruiter capacity, sourcing approach, dependencies and risks.
• Forecast TA capacity required to deliver approved hiring plans.
• Maintain forward‑looking talent pipelines for anticipated and difficult‑to‑fill requirements.
• Provide realistic hiring forecasts and proactively escalated risks with corrective actions.

TA Strategy and Functional Ownership

• Own the Talent Acquisition strategy, operating model and performance of the function.
• Translate organizational hiring goals into departmental goals and individual recruiter KRAs/KPIs.
• Establish recruitment processes, playbooks, SLAs, interview frameworks and governance.
• Build an appropriate TA team structure and develop internal recruitment capability.
• Evaluate TA tools, sourcing channels, agencies and external partners based on performance and business requirements.
• Continuously identify and resolve structural recruitment issues.

Hiring Delivery

• Own delivery of the approved hiring plan across Technology, Product, Design, Sales, Marketing, Customer Success, Operations, Finance, HR and leadership positions.
• Personally lead or support critical, niche, senior and difficult‑to‑fill positions.
• Maintain strong hands‑on capability in sourcing, talent mapping, screening, assessment, candidate engagement and offer negotiation.
• Ensure recruitment delivery meets agreed quality, timeline and cost expectations.
• Build proactive pipelines for recurring and strategically important talent requirements.

TA Team Leadership and Performance

• Lead, coach and develop the TA team.
• Allocate requisitions based on priority, complexity, capacity and recruiter capability.
• Establish individual and team goals, KPIs and performance expectations.
• Conduct structured weekly pipeline and performance reviews.
• Identify capability and performance gaps and implement appropriate development or corrective actions.
• Build team capability to reduce dependency on individual recruiters or external agencies.
• Own performance across the complete recruitment funnel from sourcing through joining.
• Establish appropriate funnel benchmarks by role category.
• Monitor conversion, aging, candidate withdrawals, interview no‑shows, offer declines and joining drop‑offs.
• Diagnose whether underperformance originates from sourcing, screening, requirement calibration, assessments, interviewer quality, compensation, candidate engagement or other factors.
• Implement corrective actions when funnel performance falls below expectations.
• Prevent repeated poor‑quality submissions from consuming unnecessary hiring‑manager and leadership bandwidth.
• Establish structured requisition intake and role‑calibration processes.
• Ensure role requirements, competencies, assessment methods, compensation and timelines are aligned before sourcing begins.
• Establish appropriate SLAs for profile review, interviews, feedback and hiring decisions.
• Use market evidence and recruitment data to challenge unrealistic or inconsistent requirements.
• Conduct recalibration where repeated candidate rejection indicates misalignment.
• Support hiring managers in structured interviewing and objective candidate evaluation.

Analytics, Forecasting and Reporting

• Establish and maintain TA dashboards covering hiring plan versus actual, requisition aging, forecasted closures, funnel conversions, offer acceptance, offer‑to‑join, source effectiveness, recruiter productivity, agency performance and critical hiring risks.
• Provide leadership with clear weekly and monthly hiring‑health reporting.
• Distinguish positions that are on track, at risk or critical and provide corrective actions and expected resolution timelines.
• Maintain ATS discipline and ensure reliable recruitment data and reporting.

Vendor and Agency Management

• Determine where external recruitment support is appropriate.
• Manage recruitment agencies, executive search firms and specialist sourcing partners.
• Establish candidate‑quality expectations, SLAs and commercial terms.
• Track vendor performance based on quality, conversion, closures, TAT and cost.
• Optimize agency usage and reduce unnecessary external dependency.

Employer Branding and Talent Market

• Own TA requirements and strategy relating to employer positioning and candidate experience.
• Partner with HR, Marketing and Creative on careers content, employee stories and recruitment campaigns.
• Develop employee referral and relevant talent‑community initiatives.
• Monitor candidate experience and recruitment‑related employer reputation.
• Represent the organization at relevant hiring and talent events where appropriate.

The Head of Talent Acquisition is not the primary owner of:

• HR operations, payroll or general HR administration.
• Employee relations or organization‑wide performance management.
• Learning and Development or Compensation and Benefits.
• Marketing or employer‑brand content production.
• Routine onboarding administration following recruitment handover.
• Final technical evaluation of specialist candidates.
• Business headcount decisions or justification of workforce requirements on behalf of functional leaders.

Functional leaders remain accountable for identifying and justifying business capability and headcount requirements. The Head of TA is responsible for validating, translating and executing approved workforce requirements through an effective recruitment strategy.

Experience and Qualifications

• 10–15 years of Talent Acquisition experience, preferably with significant exposure to SaaS, product or technology organizations.
• Minimum 4–5 years of experience directly managing TA professionals.
• Demonstrated experience owning a TA function or substantial recruitment portfolio.
• Proven ability to translate workforce requirements into structured hiring plans and execution.
• Strong experience establishing recruiter goals, KPIs, processes and operating cadences.
• Proven track record of technology, product and business‑function recruitment.
• Strong hands‑on sourcing, talent mapping and passive candidate engagement capability.
• Experience personally closing difficult mid‑to‑senior and leadership positions.
• Demonstrated recruitment funnel analysis, hiring forecasting and problem‑solving capability.
• Experience building or significantly improving recruitment processes and assessment frameworks.
• Strong hiring‑manager and senior stakeholder management.
• Experience managing recruitment agencies and external search partners.
• Strong understanding of ATS, recruitment analytics and data‑driven TA management.

Preferred

Executive search, startup/scale-up, employer branding, high‑volume recruitment or experience building a TA function from an early or less mature stage.