Leadership Recruiter

Taggd; Mumbai; On-site; INR 800,000 - 1,200,000; Full time

Job summary

Taggd is a digital recruitment platform that provides Ready-to-Hire talent to India Inc. The Talent Specialist will own end-to-end leadership and senior-mandate hiring, from sourcing to closure, while ensuring an excellent candidate experience.

This role emphasizes multi-channel sourcing, structured screening, and close stakeholder alignment to deliver top leadership talent. Based in Mumbai, the position requires working from the office with occasional work-from-home on Saturdays as business

Qualifications

• Minimum 6–8 years of leadership hiring experience.
• Industry knowledge in Metals, Steel, Iron Ore or Manufacturing preferred.
• Ability to influence senior leaders and conduct consultative hiring.
• Experience with multi-channel sourcing and AI-based hiring tools.

Responsibilities

• Sourcing and pipeline management for leadership mandates.
• Screen and shortlist against defined criteria; present first shortlist within 5 working days.
• Maintain live pipeline with at least three qualified candidates per open role.
• Collaborate with hiring managers; provide weekly status updates on progress.
• Use AI-enabled tools for sourcing, screening and presenting hiring metrics.

Skills

Leadership hiring

Sourcing

Screening interviews

Stakeholder management

AI sourcing tools

Tools

ATS

Boolean search

Job boards

Job description

Taggd is a digital recruitment platform that provides Ready-to-Hire talent to India Inc. Combining the power of human knowledge and data, Taggd has successfully fulfilled talent mandates of more than 100+ clients and ensured hiring managers' success for half a million jobs from 14+ sectors. With a vision to fulfil 1 million jobs through our talent platform by 2030, we strive to connect people with people, people with companies, and people with opportunities. Just right. Every time. For more information, please visit www.taggd.in

Designation - Talent Specialist

Industry- Focus Metals, Steel, Iron Ore and Manufacturing

Reporting To - Manager – Talent Solutions

Hiring Focus- Leadership and senior-level roles across business functions Work Mode Role Purpose 5 days a week from office. Saturdays are work-from-home by default, though the role may require coming into office on Saturdays as business needs demand.

Role-

Own end-to-end hiring for assigned leadership and senior mandates — sourcing, screening, stakeholder alignment and closure — while maintaining accurate pipeline data and a strong candidate experience through to joining.

Key Responsibilities -

Sourcing and Pipeline

• Headhunt for niche and leadership mandates that portals cannot fill; build mapped pools of active and passive candidates for repeat-demand roles.
• Build a talent map for every leadership mandate — target companies, reporting structures, likely movers and compensation benchmarks — and share it with the hiring manager at intake.
• Release job postings on job boards, social media and professional networks within 48 hours of receiving a requisition.
• Maintain a live pipeline for every assigned requisition, with at least three qualified candidates in process per open role at all times.
• Introduce at least one new sourcing channel or outreach campaign each quarter and report its yield against existing channels. Candidate Management and Selection

Candidate Management and Selection

• Screen and shortlist against defined skill and sub-skill criteria; share the first shortlist within five working days of requisition intake.
• Conduct structured screening interviews and submit calibrated profiles; hold CV-to-shortlist acceptance at 70% or above.
• Maintain offer-to-join conversion at 85% or above and flag any at-risk offer within 24 hours of the first signal.

Stakeholder Collaboration

• Run a documented intake discussion with the hiring manager for every new role, capturing role specification, must-haves and selection criteria.
• Share a weekly update per open role covering sourcing progress, interview status and expected closure date.
• Respond to hiring manager queries within one working day

Data, Reporting and Technology

• Update candidate status in the ATS the same day; maintain 100% data accuracy across active requisitions.
• Maintain records of active and passive prospects, hires and exits, so no requisition is left without a current pipeline.
• Use AI-enabled sourcing and screening tools to shortlist at speed.
• Present weekly and monthly hiring data — funnel ratios, time-to-fill and closures — in a clear reporting format.

Top KPIs

Closures: Offers closed per month against individual target - 100% of monthly target

Time to Fill: Days from requisition release to offer acceptance- Within the agreed SLA for each role band

Pipeline Health: Qualified candidates in process per open requisition - Minimum three at all times Offer-to-Join: Offers converted to joiners 85% or above

Skill Mapping: Requisitions mapped to defined skills and sub-skills -100% of live requisitions Revenue: Billing/revenue generated from closures against assigned target -100% of quarterly revenue target

Mandates per Quarter: Candidate Profile Number of leadership/senior mandates closed in the quarter - Minimum 4 to 6 mandates closed per quarter.

Candidate Profile-

• Number of leadership/senior mandates closed in the quarter -Minimum 4 to 6 mandates closed per quarter
• Experience: Minimum 6 to 8 years of proven leadership and senior-level hiring across the full lifecycle is mandatory.
• Industry: Understanding of the Metals, Steel, Iron Ore and Manufacturing sectors is preferred.
• Stakeholder management: Able to influence senior leaders and hold a consultative hiring conversation.
• Sourcing capability: Multi-channel sourcing, head-hunting, Boolean search and job boards.
• AI tools for hiring: Should be currently using AI-based tools for sourcing, candidate screening or shortlisting (for example, AI sourcing platforms, resume-screening tools or Generative AI for outreach) as part of the day-to-day hiring process.
• Leadership recruitment capability: Demonstrated ability to independently close leadership and senior mandates, evidenced by revenue contribution (billing/revenue generated against target) and volume of mandates closed per quarter — for example, having closed 4 to 6 leadership mandates per quarter or contributed a defined revenue value per quarter in a previous role.