Recruiter [Non-Tech]

Linkedin3; Bengaluru; Hybrid; INR 1,200,000 - 2,400,000; Full time

Job summary

LinkedIn Bengaluru is seeking a senior Talent Acquisition professional to lead strategic hiring for complex roles in a hybrid work setup. You will partner with hiring managers, analyze data, and drive the candidate experience to strengthen employer brand.

You will coach teams, optimize hiring processes, and leverage AI tools to improve outcomes while ensuring compliance and data integrity across the Global Talent Organization.

Qualifications

• 4+ years of talent acquisition or recruiting experience.
• 2+ years in non-technical hiring (sales/marketing/GTM).
• 3+ years using HR systems.
• 3+ years client-facing experience.
• 3+ years function-specific recruiting.

Responsibilities

• Lead strategy and kickoff meetings with hiring managers using data to shape role requirements and timelines.
• Evaluate candidates for senior roles via skills assessments and behavioral interviews.
• Design candidate experience strategies and coach managers on engagement.
• Ensure accurate data in systems for reporting, compliance, and decision-making.
• Plan risk reviews and align pipeline updates for complex roles.
• Negotiate with candidates to influence offers.
• Monitor progress against core hiring metrics to meet demand.
• Champion AI solutions to optimize workflows and data-driven decisions.

Skills

Communication

Recruiting

Data-driven approach

Stakeholder Management

Job description

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.

Responsibilities:

• Talent Acquisition Execution
  • Leads strategy and kickoff meetings with hiring managers by leveraging data and insights to influence and advise role requirements, business needs, and timelines for complex roles.
  • Leverages domain expertise to evaluate candidates for senior positions using skills assessments and behavioral interviewing and sources candidates when necessary.
  • Designs and executes candidate experience strategies for critical/hard-to-fill roles and coaches hiring managers on engagement best practices driving employer brand impact and turning candidates into promoters.
  • Demonstrates expertise in navigating the hiring process across all members of the hiring team and Global Talent Organization (GTO) partner teams.
  • Champions recruiting processes and ensures accuracy of data in systems to enable reliable reporting, compliance, and decision‑making, addressing gaps and driving consistency.
  • Proactively plans risk and nurture strategy reviews and facilitates regular meetings to align on pipeline/hiring updates for complex roles.
  • Utilizes mastery of negotiation techniques using knowledge of candidate motivators to influence decision making.
  • Monitors and tracks progress against agreed upon core delivery metrics and goals to meet business hiring demand.
• Talent Strategy and Stakeholder Management
  • Influences and advises hiring managers and interview teams to build a skills‑based and inclusive hiring process.
  • Proactively leverages market data and insights to attract top talent and inform talent strategies.
  • Analyzes and provides consultation on interview and assessment outcomes to influence hiring decisions, identifying and promoting areas where the candidate meets core needs of team.
  • Identifies opportunities to improve processes and plays a key role in change efforts by embracing new practices, modeling best behaviors, guiding hiring managers, and sharing knowledge to influence others through transitions.
  • Evaluates and introduces artificial intelligence (AI) solutions to optimize team workflows, improves data‑driven decision‑making, and shares best practices to build team fluency.
  • Leads team participation in Customer Zero initiatives, synthesizes structured feedback, and partners with product teams to validate solutions and surface adoption challenges.
  • Manages components of projects across the function or business unit.
  • Regularly strategizes with, and influences, the functional team and key strategic partnerships that influence the talent pipeline.
  • Actively seeks coaching and mentoring opportunities within and outside of immediate team, focusing on a growth mindset and a willingness to continuously upskill and provides informal guidance to junior individual contributor levels.

Basic Qualifications:

• 4+ years of experience in talent acquisition, recruiting or related field
• 2+ years of experience in non- technical hiring for functions like sales, marketing, GTM ops, etc

Preferred Qualifications:

• 3+ years of experience using HR Systems
• 3+ years of experience in a client facing role
• 3+ years of experience in function-specific recruiting

Suggested Skills:

• Communication
• Recruiting
• Data driven approach
• Stakeholder Management

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Please follow this link to access the document that provides transparency around the way in which LinkedIn handles personal data of employees and job applicants: https://legal.linkedin.com/candidate-portal.

India Disability Policy

LinkedIn is an equal employment opportunity employer offering opportunities to all job seekers, including individuals with disabilities. For more information on our equal opportunity policy, please visit https://legal.linkedin.com/content/dam/legal/Policy_India_EqualOppPWD_9-12-2023.pdf

Global Data Privacy Notice and Compliance Posters for Job Candidates

Please use this link to access documents that provide information about how LinkedIn handles the personal data of employees and j

India Disability Policy

LinkedIn is an equal employment opportunity employer offering opportunities to all job seekers, including individuals with disabilities. For more information on our equal opportunity policy, please visit https://legal.linkedin.com/content/dam/legal/Policy_India_EqualOppPWD_9-12-2023.pdf