Senior Talent Acquisition Specialist

Tanla Platforms Limited; Hyderabad; On-site; INR 800,000 - 1,200,000; Full time

Job summary

Tanla Platforms Limited in Hyderabad is seeking an experienced Talent Acquisition Specialist to own the talent charter for Product, Technology and business-critical roles across Tanla Group. You’ll partner with leadership, shaping the complete lifecycle from workforce planning to onboarding.

This role emphasizes building 0-1 teams and scaling to 100, leveraging proactive sourcing, market intelligence and strong stakeholder management to ensure speed, quality and cost effectiveness.

Qualifications

• Bachelor's degree in HR, Business, or related field.
• Minimum 5 years of experience in talent acquisition, preferably across product/tech.
• Strong stakeholder management and business partnering skills.
• Experience building talent pools and proactive sourcing strategies.

Responsibilities

• Own end-to-end recruitment lifecycle for cross-functional roles.
• Partner with CXOs and BU Heads to align hiring with business needs.
• Build proactive talent pools and market maps for critical tech capabilities.
• Lead TA analytics, governance, and candidate experience improvements.

Skills

Stakeholder management

Talent acquisition

Data-driven decisions

Strategic partnerships

Education

Bachelor's degree in HR or related field

Tools

LinkedIn Recruiter

ATS systems

Job description

Role Overview: We are looking for an experienced Talent Acquisition Specialist to own and shape the talent acquisition charter across Product, Technology and business-critical functions at Tanla.This role will operate as a strategic talent partner to business leaders, owning the complete talent lifecycle — from workforce requirement discovery and capacity planning to candidate onboarding.

The role will partner closely with leadership across Innovation, Improvement, Corporate, GTM, Marketing and Customer Success, with a mandate to build teams from 0 - 1 and scale them from 10 - 100 in Tanla Group Platform and Enterprises verticals, while balancing speed, quality, cost, capability and business priorities.

You’ll be Responsible for?

1. Talent Strategy & Capacity Building

• Own the talent charter for assigned business functions, partnering with BU Heads and leadership to understand current and future capability requirements.
• Drive capacity building from 0-1 and 10-100, supporting both Build and Growth teams in the organization.
• Partner with leadership on workforce planning, replacement strategy, backfills, new positions and critical capability hiring.
• Build proactive talent pools for strategic and hard-to-hire capabilities rather than relying only on open requisitions.

2. End-to-End Talent Acquisition Ownership

• Own the complete recruitment lifecycle
• Act as the single TA owner for assigned business stakeholders and ensure seamless movement across every stage of the hiring lifecycle.
• Drive fast-paced, high-volume and business-critical hiring while maintaining quality, candidate experience and agreed SLAs.

3. Business & Stakeholder Advisory

• Partner with CXOs, BU Heads, Functional Heads and Hiring Managers as a talent advisor rather than operating as a transactional recruitment partner.
• Challenge and calibrate hiring requirements based on business need, talent availability, market intelligence, compensation and internal parity.
• Provide stakeholders with insights on talent pools, competitor hiring, compensation trends, availability, sourcing strategy and time-to-hire.
• Build strong relationships across Innovation, Improvement, Corporate, GTM, Marketing and Customer Success functions.
• Coach Hiring Managers on interview effectiveness, candidate assessment, hiring decisions and candidate experience.
• Build differentiated talent pipelines through direct sourcing, market mapping, referrals, LinkedIn, niche communities, professional networks, campuses and other innovative channels.
• Develop talent maps for critical technology and business capabilities across relevant geographies.
• Use research and market intelligence to identify where the talent is, what they cost and how we can attract them.

5. Offer Management & Commercial Ownership

• Own the candidate value proposition, offer discussion and negotiation process.
• Balance candidate expectations with business budgets, internal parity, market benchmarks and long-term retention considerations.
• Partner with stakeholders to structure competitive and commercially viable offers.
• Drive offer-to-join conversion and proactively manage counteroffers, competing offers and joining risks.

6. Pre-Onboarding & Post-Onboarding Engagement

• Own the candidate relationship beyond offer acceptance through structured pre-joining engagement.
• Build mechanisms to minimize offer dropouts, counteroffer impact and joining risk.
• Partner with HR and business teams to ensure a smooth and differentiated onboarding experience.
• Maintain post-onboarding engagement during the early employee lifecycle to understand candidate experience, role alignment and potential hiring gaps.
• Establish feedback loops from new hires to continuously improve the recruitment and onboarding journey.

7. TA Transformation, AI & Automation

• Identify opportunities to simplify, automate and optimize recruitment workflows.
• Leverage AI and emerging TA technologies across sourcing, talent discovery, screening, market mapping, candidate engagement, interview preparation, analytics and reporting.
• Experiment with new approaches to improve recruiter productivity, hiring velocity, quality of hire and candidate experience.
• Build scalable recruitment processes and playbooks that can support the organization as it grows

8. TA Analytics, MIS & Governance

• Own TA MIS, dashboards and recruitment analytics for assigned businesses.
• Track and interpret metrics including open positions, hiring velocity, TAT, funnel conversion, source effectiveness, offer-to-join ratio, recruiter productivity, cost of hire and hiring outcomes.
• Use data to identify bottlenecks and recommend actions to improve hiring performance.
• Maintain high standards of data integrity, documentation, audit readiness and recruitment governance.

What will make You Successful?

• Business Acumen: You understand why we are hiring, not just what we are hiring for, and can translate business priorities into actionable talent strategies.
• Talent Ownership: You own the outcome from requirement to onboarding and beyond, rather than measuring success only by offer closure
• Stakeholder Management: You can confidently engage, influence and challenge senior stakeholders while building trust and credibility.
• Commercial Mindset: You understand the economics of hiring — budget, compensation, internal parity, market positioning, cost and quality of hire.
• Data Led Decision Making: You can convert TA data into insights, actions and business decisions, not simply prepare dashboards.
• AI & Technology Mindset: You actively explore and implement AI, automation and technology-led approaches to make Talent Acquisition faster, smarter and more scalable.
• Builder’s Mindset: You enjoy creating things from scratch, 0 - 1 teams, processes, talent pools, dashboards, sourcing strategies and TA capabilities — and then scaling them.
• Candidate Centric Leadership: You understand that the candidate experience does not end with an offer. You own the relationship through pre-boarding, onboarding and early post-joining engagement.
• Impactful Work: Play a pivotal role in safeguarding Tanla's assets, data, and reputation in the industry.
• Tremendous Growth Opportunities: Be part of a rapidly growing company in the telecom and CPaaS space, with opportunities for professional development.
• Innovative Environment: Work alongside a world-class team in a challenging and fun environment, where innovation is celebrated.

Tanla is an equal opportunity employer. We champion diversity and are committed to creating an inclusive environment for all employees.