Talent Acquisition Specialist

Trinity Global Workforce; Gurugram District; On-site; INR 800,000 - 1,200,000; Full time

Job summary

A high-growth Executive Search firm in Gurugram is seeking a Talent Acquisition Specialist. The role involves end-to-end recruitment for mid to senior management positions. You will independently source candidates, conduct interviews, and drive the hiring process. The ideal candidate should have 2-4 years of recruitment experience and proficiency in tools like LinkedIn Recruiter. You will be expected to maintain candidate rapport and manage effective communication throughout the process.

Qualifications

• 2–4 years of end-to-end recruitment experience, especially for mid-management to senior leadership roles.
• Experience hiring for Manager, Senior Manager, AVP, VP, Director levels.
• Hands-on proficiency with candidate sourcing tools.

Responsibilities

• Manage the complete recruitment cycle independently.
• Source candidates using diverse techniques including LinkedIn and Boolean search.
• Conduct structured interviews and manage stakeholder expectations.

Skills

End-to-end recruitment experience

Proficiency in LinkedIn Recruiter

Structured competency-based interviews

Excellent communication in English and Hindi

Job description

Trinity Global Workforce is a high-growth Executive Search and Talent Intelligence firm under the Manchanda Group — a diversified conglomerate with a strong track record across multiple industries. We specialize in white‑collar hiring across the full management spectrum, from junior executives to C‑suite leaders, across India's most dynamic sectors.

Role Overview

The Talent Acquisition Specialist will be the primary recruiter responsible for end‑to‑end hiring across mid to senior management levels. This role demands someone who can independently source strong candidates, conduct structured interviews, manage stakeholders, and drive closures — without hand‑holding.

You will handle the complete recruitment cycle — understanding the requirement, sourcing active and passive candidates, screening and interviewing them, and coordinating final interview rounds with the management team. Speed, quality, and candidate experience are equally important in this role.

Key Responsibilities

• Understand hiring requirements from internal stakeholders or client teams in detail — role scope, team structure, reporting, KPIs, and ideal candidate profile
• Clarify ambiguities upfront and translate briefs into targeted sourcing strategies
• Draft clear and compelling job descriptions for each open position
• Set realistic timelines and candidate delivery expectations with the hiring manager

B. Sourcing — Active & Passive Candidates

• Source candidates through LinkedIn Recruiter, Naukri, Boolean search, direct headhunting, referrals, and talent databases
• Build targeted talent pools for mid‑management to senior leadership roles across functions including Sales, Finance, Operations, HR, Technology, and Marketing
• Proactively reach out to passive candidates — professionals not actively looking but open to the right opportunity
• Maintain a live pipeline of pre‑screened candidates for recurring and anticipated mandates
• Use advanced Boolean search techniques to identify niche and hard‑to‑find profiles

C. Screening & Interviewing

• Conduct thorough telephonic and video screening interviews to evaluate candidate suitability — communication, experience, motivation, stability, and cultural fit
• Assess candidates against role‑specific competencies and leadership benchmarks for mid to senior level positions
• Evaluate career narratives — reasons for change, leadership experience, team size managed, P&L exposure, and achievement highlights
• Prepare structured candidate assessment summaries with clear recommendation and fit rationale for each shortlisted profile
• Maintain high screening quality — only well‑assessed, genuinely suitable candidates to be presented to management

D. Interview Scheduling & Coordination

• Schedule and coordinate interview rounds between shortlisted candidates and the management team — ensuring smooth, timely, and professionally managed interactions
• Share interview confirmations, briefs, and prep notes with both candidates and interviewers in advance
• Manage multi‑round interview logistics — Panel interviews, HR rounds, Assessment rounds, and Leadership interactions
• Follow up promptly with candidates and hiring managers after every round for feedback and next steps
• Handle rescheduling, no‑shows, and last‑minute changes with professionalism and zero disruption to the process

E. Candidate Management & Experience

• Build and maintain strong rapport with candidates throughout the hiring process — keeping them engaged, informed, and excited about the opportunity
• Provide timely and honest feedback to candidates at every stage — successful or not
• Handle candidate concerns, competing offers, and counter‑offer situations with consultative skill
• Ensure every candidate — regardless of outcome — has a positive experience with Trinity Global Workforce

F. Offer Management & Closure

• Facilitate salary discussions and manage offer negotiations between clients and candidates
• Collect and verify documents — compensation slips, offer letters, educational certificates — as part of pre‑offer checks
• Ensure smooth offer rollout and follow up on offer acceptance, notice period, and joining confirmation
• Conduct pre‑joining check‑ins to ensure candidates remain committed and address any last‑minute concerns
• Maintain regular, proactive communication with hiring managers on pipeline status, feedback timelines, and closures
• Share weekly MIS reports — open positions, candidates in pipeline, interview outcomes, and expected joining dates
• Flag bottlenecks early — delayed feedback, budget misalignment, or unrealistic expectations — and propose solutions
• Build strong working relationships with management teams to become a trusted talent partner, not just a recruiter

H. Database & Compliance

• Maintain accurate and up‑to‑date records of all candidates, interactions, and assignment progress in the ATS or CRM
• Ensure data hygiene — every profile entered, every stage updated, and every outcome logged
• Uphold confidentiality of candidate information and client mandates at all times
• Contribute to building Trinity's talent database as a long‑term strategic asset

WHO WE ARE LOOKING FOR

• 2–4 years of end‑to‑end recruitment experience — from sourcing to closure — for mid‑management to senior leadership roles
• Demonstrated experience hiring for Manager, Senior Manager, AVP, VP, Director, or equivalent levels
• Prior experience in an executive search firm, staffing company, or corporate talent acquisition function
• Hands‑on proficiency in LinkedIn Recruiter, Naukri, and Boolean search for active and passive candidate sourcing
• Experience conducting structured competency‑based interviews independently
• Excellent verbal and written communication skills in English and Hindi

The Ideal Candidate Is...

• Ownership‑driven — takes complete responsibility for every open position until it is closed
• Consultative — advises hiring managers on market realities, not just executes orders
• Fast and precise — moves quickly without compromising on quality of assessment
• Relationship‑oriented — builds genuine rapport with both candidates and stakeholders
• Resilient — handles rejections, drop‑outs, and counter‑offers without losing momentum
• Startup‑ready — comfortable building processes, working without a large team, and taking initiative
• Ambitious — sees this role as the foundation of a career in executive search and talent advisory