Mid-Senior Level Position - Talent Acquisition

Adler Talent Solutions; Dadri, Greater Noida; On-site; INR 1,500,000 - 2,200,000; Full time

Job summary

Adler Talent Solutions is seeking a strategic Talent Acquisition leader to partner with CXOs and senior managers, shaping hiring strategy and leadership recruitment to support business growth.

You will drive proactive pipelines, conduct market mapping, and lead executive searches, while influencing stakeholders with data-driven insights and ensuring a first-class candidate experience.

Qualifications

• Experience in leadership and executive hiring.
• Strong network in leadership talent across industries.
• Proven ability to build talent pipelines for critical roles.
• Ability to map markets and assess leadership potential.

Responsibilities

• Partner with CXOs and senior hiring managers to define talent needs.
• Lead end-to-end leadership hiring and executive searches.
• Direct sourcing through LinkedIn, networks, and referrals.
• Develop and nurture talent pipelines for future hiring needs.
• Influence stakeholders with market insights and data.
• Ensure a positive candidate experience across leadership hiring.

Skills

Stakeholder management

Executive recruitment

Head hunting

Talent pipelines

Market intelligence

Sourcing (LinkedIn)

Talent analytics

Tools

ATS

CRM / Applicant tracking

Job description

Strategic Talent Acquisition

• Partner with senior business leaders and hiring managers to understand current and future talent requirements.
• Develop and execute talent acquisition strategies aligned with business growth.
• Act as a trusted Talent Advisor, providing insights on talent availability, competitor landscape and hiring feasibility.
• Build proactive talent pipelines for critical, niche and leadership positions.

Leadership & Executive Hiring

• Lead end-to-end hiring for senior, leadership and business-critical positions.
• Develop targeted executive search and headhunting strategies for passive candidates.
• Identify and engage high-performing leaders from competitor organizations and relevant industries.
• Conduct market mapping and assess candidates for leadership capability, business impact and cultural fit.

Headhunting & Strategic Sourcing

• Drive direct sourcing through LinkedIn, executive networks, referrals, industry mapping and other sourcing channels.
• Build strong relationships with passive candidates and industry leaders.
• Create talent pipelines for future and upcoming positions.
• Reduce dependency on job portals and external recruitment agencies through strong direct hiring capabilities.

Stakeholder Management & Business Partnership

• Work closely with CXOs, Business Heads, Functional Leaders and senior hiring managers.
• Understand, challenge and refine hiring requirements where required.
• Manage multiple senior stakeholders and complex recruitment priorities effectively.
• Provide regular updates on hiring progress, market challenges and candidate availability.
• Influence stakeholders through data, market intelligence and talent insights.

Talent Intelligence & Market Mapping

• Conduct competitor mapping and organizational benchmarking.
• Track talent movement, emerging skill sets and industry trends.
• Develop market intelligence to support strategic hiring decisions.
• Build talent pools across relevant industries, geographies and functions.

Recruitment Process Excellence

• Own the complete recruitment lifecycle from talent strategy and sourcing to offer closure.
• Ensure an excellent candidate experience, especially for leadership and executive hiring.
• Drive recruitment efficiency, quality of hire and improved turnaround time.
• Leverage ATS, recruitment technology and data analytics to improve hiring outcomes.
• Monitor key recruitment metrics and drive continuous improvement.

Employer Brand & Talent Networks

• Strengthen the organization's presence within relevant talent communities.
• Build relationships with industry professionals and leadership talent.
• Support employer branding initiatives to position the organization as an employer of choice.
• Build and maintain a strong external network of high-potential candidates.