Senior Talent Acquisition Specialist

Innodata Inc.; Dadri; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Innodata Inc. is seeking a Specialist/Senior Specialist in Talent Acquisition (Non-Tech) to manage end-to-end recruitment for AI/LLM training, data operations, and high-volume roles. The role requires 2–7 years of TA experience and strong research capabilities.

You will source, assess, and close multiple requisitions while aligning with stakeholder needs. The successful candidate will handle bulk hiring, coordinate recruitment drives, and leverage channels like Naukri and LinkedIn Recruiter.

Qualifications

• Bachelor's degree in HR, Business Admin, Engineering or related field.
• 2–7 years in Talent Acquisition with end-to-end ownership.
• Experience in AI/LLM training, AI data operations, data annotation, content operations, or similar high-volume environments is must.
• Strong talent research, market mapping, candidate identification, and sourcing strategy capabilities.
• Ability to plan recruitment activities and drive positions to closure independently.
• Maturity in stakeholder management, candidate engagement, negotiation, and expectation setting.

Responsibilities

• End-to-End Recruitment and Role Ownership: Independently manage requisitions and close positions.
• Talent Research and Sourcing Strategy: Identify candidate pools and effective sourcing channels.
• Bulk Hiring and Recruitment Delivery: Execute bulk hiring with planned timelines and clear priorities.
• Stakeholder Management and Recruitment Maturity: Communicate progress with data-driven insights.
• Screening, Assessment, and Candidate Evaluation: Coordinate interviews and assessments with timely feedback.

Skills

Talent research

Sourcing strategy

Stakeholder management

Interview coordination

Analytical skills

Communication skills

Education

Bachelor's degree in HR/BA/Eng

Tools

Naukri

LinkedIn Recruiter

ATS platforms

MS Excel

Google Sheets

Job description

Specialist / Senior Specialist – Talent Acquisition (Non-Tech | Bulk Hiring)

Experience: 2–7 years

Function: Talent Acquisition

Employment Type: Full-time

Role Overview

We are looking for a research-oriented, mature, and result-driven Talent Acquisition professional to manage end-to-end recruitment for non-technical, AI/LLM training, and AI data operations projects.

The ideal candidate should demonstrate strong talent research capabilities, a structured approach to sourcing, sound recruitment judgment, and the ability to independently manage multiple hiring requirements in a fast-paced environment.

Candidates must have experience in AI/LLM training organizations, data annotation, AI data operations, , content operations, or other high-volume hiring environments will only be preferred.

Key Responsibilities

A. End-to-End Recruitment and Role Ownership

• Independently manage assigned requisitions and take ownership of positions until successful closure.
• Ensure a balanced focus on hiring speed, candidate suitability, offer acceptance, and joining conversion.
• Recruit for non-technical and AI/LLM-related roles, including:
• AI Trainers, AI Evaluators, and Data Annotators
• Content Reviewers and Content Quality Analysts
• Prompt Writers and Prompt Evaluators
• Search Relevance and Data Quality Analysts
• RLHF, HITL, and AI Operations roles
• Speech, Audio, ASR, and Transcription QA profiles
• Subject Matter Experts and Language Experts

B. Talent Research and Sourcing Strategy

• Conduct structured talent-market research to identify relevant candidate pools, sourcing channels, target organizations, and potential talent availability.
• Analyse job requirements and translate them into effective sourcing strategies based on skills, experience, language proficiency, location, compensation, and candidate availability.
• Research and explore both conventional and alternative sourcing channels to improve talent reach and sourcing effectiveness.
• Build and maintain relevant talent pipelines for current and anticipated project requirements.
• Use Naukri, LinkedIn Recruiter, employee referrals, job portals, social media,communities, and other relevant channels effectively.
• Demonstrate a research-led approach to difficult-to-fill or niche requirements instead of relying solely on routine database searches or generic job postings.

C. Bulk Hiring and Recruitment Delivery

• Execute bulk hiring for project ramp-ups and time-sensitive business requirements while maintaining candidate quality.
• Develop hiring plans aligned with targets, timelines, and resource availability.
• Manage multiple requisitions and candidate pipelines with clear priorities and disciplined follow-ups.
• Coordinate walk-ins, recruitment drives, virtual hiring events, and campus hiring.
• Track hiring funnel metrics and drive timely closures from sourcing to joining.
• Identify hiring risks and bottlenecks proactively and recommend data-driven solutions.

D. Stakeholder Management and Recruitment Maturity

• Provide realistic assessments of talent availability, hiring feasibility, compensation alignment, and expected closure timelines.
• Communicate recruitment progress, challenges, and potential risks proactively, supported by relevant data and market insights.
• Manage changing business priorities with sound judgment, adaptability, and a solution-oriented approach.
• Demonstrate maturity in candidate engagement, expectation management, offer negotiations, and sensitive recruitment conversations.
• Balance stakeholder urgency with recruitment quality and candidate experience, escalating issues with appropriate context and recommendations.

E. Screening, Assessment, and Candidate Evaluation

• Conduct structured preliminary screening to assess relevant experience, communication skills, role suitability, compensation expectations, availability, and motivation.
• Ensure candidates complete the required AI/LLM evaluation tests, language assessments, technical assessments, or other role-specific evaluations.
• Coordinate interviews and assessments with hiring panels and ensure timely feedback and decision-making.
• Maintain consistent screening standards and present relevant, well-evaluated profiles to hiring managers.
• Identify potential joining risks early through effective candidate engagement and expectation alignment.

Required Skills and Qualifications

• Bachelor's degree in Human Resources, Business Administration, Engineering or a related discipline.
• 2–7 years of experience in Talent Acquisition or recruitment, with demonstrable ownership of end-to-end hiring.
• Experience in non-technical recruitment, AI/LLM training, AI data operations, data annotation, content operations, or similar environments is must.
• Strong talent research, market mapping, candidate identification, and sourcing strategy capabilities.
• Ability to understand business requirements, independently plan recruitment activities, and drive positions to closure.
• Demonstrated maturity in stakeholder management, candidate engagement, negotiation, and expectation setting.
• Strong analytical skills and the ability to interpret recruitment metrics and use them to improve hiring outcomes.
• Proficiency in Naukri, LinkedIn Recruiter, ATS platforms, recruitment trackers, MS Excel, and/or Google Sheets.
• Strong communication, organisation, prioritization, and problem-solving skills.
• Ability to work effectively under tight timelines, manage multiple priorities, and adapt to evolving business requirements.

What We Are Looking For

• A recruiter who researches before sourcing and understands the talent market rather than relying only on job postings and database searches.
• Candidate must have experience in AI/LLM training organizations, data annotation, AI data operations, , content operations, or other high-volume hiring environments will only be preferred.
• A professional who demonstrates maturity, accountability, and independent ownership while managing hiring managers and candidates.
• Someone who combines data-driven recruitment with strong execution, particularly in high-volume and time-sensitive hiring environments.
• A solution-oriented individual who can anticipate hiring challenges, recommend alternatives, and drive positions to closure with minimal supervision.
• A professional who values candidate quality, stakeholder trust, joining conversions, and sustainable recruitment outcomes alongside hiring numbers.