Senior Talent Acquisition Manager | Jaipur

CIMET; Jaipur; On-site; INR 3,000,000 - 7,000,000; Full time

Job summary

CIMET in Jaipur seeks a strategic Head of Talent Acquisition to lead end-to-end recruitment for senior, leadership, and niche roles. The role focuses on proactive outreach, building candidate pipelines, and shaping recruitment strategy across tech and business domains.

You will mentor the TA team, drive performance, own analytics dashboards (Power BI), and partner with stakeholders to align hiring with CIMET’s growth objectives. A data-driven, process-oriented leader will thrive here.

Qualifications

• Experience closing senior leadership roles and niche positions.
• Strong sourcing and proactive outreach skills.
• Ability to map markets and develop talent pipelines.
• Proven track record building and coaching TA teams.
• Familiarity with ATS, dashboards, and data hygiene.

Responsibilities

• Own and close senior, leadership, and niche roles with proactive outreach.
• Execute advanced LinkedIn Recruiter strategies, talent mapping, and boolean search.
• Develop and maintain a network of passive candidates across tech and business.
• Serve as the team’s internal headhunting expert — build playbooks, coach the TA team.
• Maintain a personal delivery target alongside team-level responsibilities.
• Drive data-driven decision-making and process improvements across the TA function.

Skills

Head hunting

Talent Acquisition Leadership

Boolean search

LinkedIn Recruiter

People management

Stakeholder management

Hiring analytics

Tools

Power BI

Job description

Key Responsibilities

1. Headhunting Excellence & Personal Delivery

• Personally own and close senior, leadership, and niche roles especially those that require proactive outreach, not just inbound sourcing
• Execute advanced LinkedIn Recruiter strategies, talent mapping, and boolean search to build pipelines for hard-to-fill positions
• Develop and maintain a personal network of high-quality passive candidates across tech and business functions
• Serve as the team’s internal headhunting expert — build playbooks, run workshops, and coach every TA team member on sourcing methodology
• Maintain a personal hiring delivery target alongside team-level responsibilities

2. Team Leadership & Performance Management

• Lead, mentor, and develop the Talent Acquisition team, fostering a high-performance, accountable culture
• Define individual KRIs (Key Result Indicators) for each team member aligned to business hiring goals
• Conduct structured performance reviews (quarterly check-ins and bi-annual formal reviews) for all direct reports
• Build individual development plans focused on sourcing skills, stakeholder management, and domain knowledge
• Drive ownership of team-level SLAs, quality-of-hire benchmarks, and delivery timelines

3. Recruitment Analytics & Dashboard Ownership

• Architect and own the TA function’s data infrastructure — from defining what gets measured to how insights are presented
• Build and maintain live recruitment dashboards (Power BI or equivalent) tracking: TAT, funnel conversion, source effectiveness, quality of hire, offer acceptance rate, and cost-per-hire
• Define the KRI framework for the TA function and report on it at leadership level on a regular cadence
• Use data proactively to identify bottlenecks, course-correct hiring strategies, and make the business case for TA investments
• Create and present monthly and quarterly TA performance reports to HR leadership and business stakeholders

4. Hiring Strategy & Stakeholder Partnership

• Develop and execute hiring strategies that are tightly aligned with CIMET’s business and growth objectives
• Partner with department heads and hiring managers to translate workforce plans into structured, executable hiring roadmaps
• Conduct role briefings and intake sessions to ensure role clarity, calibration, and mutual accountability before every search begins
• Identify hiring risks early and manage escalations with a solution-first mindset

5. Candidate Experience & Employer Brand

• Own the candidate experience end-to-end — from the first InMail or job post to the offer call and onboarding handoff
• Establish and monitor a candidate NPS or feedback mechanism to continuously improve how CIMET is perceived in the talent market
• Lead CIMET’s employer branding strategy across LinkedIn, job boards, campus channels, and industry events
• Ensure every candidate — hired or not — leaves the process with a positive, professional impression of CIMET
• Champion CIMET’s values, culture, and growth story as a core part of every candidate interaction

6. Process Excellence & Governance

• Standardize recruitment processes, intake templates, evaluation scorecards, and offer workflows into documented SOPs
• Ensure compliance, consistency, and continuous improvement across all hiring practices
• Own the ATS configuration and hygiene — ensure data accuracy, pipeline visibility, and reporting reliability
• Identify and implement process improvements that reduce time-to-fill without compromising quality