HR Talent Acquisition Manager

SuperLabs; Coimbatore District; On-site; INR 900,000 - 1,500,000; Full time

Job summary

SuperLabs is seeking an experienced HR Talent Acquisition Manager to lead end-to-end recruitment for technical and management roles in Coimbatore. The role emphasizes strong sourcing, pipeline development, resume screening, and close coordination with stakeholders to achieve timely closures.

The ideal candidate will manage multiple vacancies, maintain candidate databases, and drive offers through to joining, while balancing budgets and expectations across hiring teams.

Qualifications

• 4–5 years of experience in talent acquisition or HR hiring.
• Proven experience recruiting for technical and management roles.
• Strong sourcing using LinkedIn, portals, and candidate databases.
• Excellent communication, negotiation, and stakeholder management.

Responsibilities

• Source candidates through portals, LinkedIn, networks, and referrals.
• Build and maintain a strong talent pipeline for current and future needs.
• Screen resumes and shortlist candidates against job requirements.
• Manage end-to-end recruitment and offers, joining follow-ups.
• Coordinate interviews with candidates and hiring managers.
• Negotiate salary within approved budgets and close offers.
• Maintain recruitment records and documentation.
• Collaborate with hiring managers to define profiles and priorities.
• Ensure timely recruitment timelines and meet targets.

Skills

Talent acquisition

Sourcing

Stakeholder mgmt

Interview coordination

Salary negotiation

Candidate relationships

Documentation

Hiring targets

Boolean search

Communication

LinkedIn

Tools

LinkedIn

Boolean search

Job description

Role Overview

We are looking for an experienced HR Talent Acquisition Manager with strong sourcing, recruitment, and stakeholder management skills. The candidate will be responsible for managing end-to-end recruitment for technical and management-level positions, building a strong talent pipeline, and ensuring timely closure of open positions.

Key Responsibilities

• Candidate Sourcing: Identify and source suitable candidates through job portals, LinkedIn, professional networks, referrals, and other recruitment channels.

• Talent Pipeline Development: Conduct database searches, maintain candidate databases, and build a strong pipeline of qualified candidates for current and future hiring requirements.

• Resume Screening: Review resumes, assess candidate suitability, and shortlist candidates based on job requirements and organizational needs.

• End-to-End Recruitment: Manage the complete recruitment cycle, from understanding job requirements and sourcing candidates to offer release and joining follow-ups.

• Interview Coordination: Schedule interviews, coordinate with candidates and hiring managers, collect feedback, and ensure a smooth recruitment process.

• Salary Negotiations: Handle salary discussions, manage candidate expectations, negotiate offers within approved budgets, and support offer closure.

• Stakeholder Management: Work closely with hiring managers to understand role requirements, define candidate profiles, and prioritize hiring needs.

• Recruitment Documentation: Maintain accurate recruitment records, candidate databases, interview feedback, offer details, and hiring documentation.

• Follow-ups and Offer Management: Maintain regular communication with candidates, manage offer acceptance, and follow up to ensure successful joining.

• Hiring Targets: Manage multiple open positions simultaneously and ensure recruitment activities meet agreed timelines and hiring priorities.

Required Skills and Qualifications

• 4–5 years of experience in talent acquisition, recruitment, or HR hiring.
• Proven experience recruiting for technical and management-level positions.
• Strong sourcing skills using LinkedIn, job portals, candidate databases, and other recruitment channels.
• Experience in Boolean searches and advanced candidate search techniques will be an advantage.
• Excellent communication, negotiation, and interpersonal skills.
• Strong stakeholder management and candidate relationship management abilities.
• Good organizational, documentation, and follow-up skills.
• Ability to manage multiple vacancies, prioritize requirements, and meet hiring deadlines.
• A proactive, result-oriented approach with a strong focus on recruitment quality and timely closures.

Ideal Candidate Profile

The ideal candidate will be a proactive recruitment professional who can independently manage end-to-end hiring, identify suitable talent for specialized roles, maintain a consistent candidate pipeline, and work effectively with hiring managers to achieve recruitment targets.