Sr. Executive/Assistant Manager- HR

INTEC INFRA Technologies; Gurugram District; On-site; INR 500,000 - 850,000; Full time

Job summary

INTEC INFRA Technologies is looking for a Technical Talent Acquisition specialist in Gurugram to lead recruitment for engineering, BD, and support teams. You will build a strong talent pipeline using modern sourcing, partner with hiring managers, and ensure timely hires.

You will screen, interview, and assess technical and cultural fit, track metrics, and contribute to employer branding. This role requires data-driven decision making and a proactive approach in a fast-paced environment.

Qualifications

• Experience recruiting technical roles across engineering, business development, and support teams.
• Strong sourcing techniques across social media, job boards, referrals, and networking.
• Ability to align hiring timelines with stakeholders and define accurate job specs.

Responsibilities

• Drive recruitment strategy and execution for technical roles.
• Source candidates via social media, job boards, referrals, and networking.
• Partner with hiring managers to define job specs and align hiring timelines and expectations.
• Screen candidates, evaluate resumes, interview, and assess technical and cultural fit.
• Track recruitment metrics like time-to-fill and quality of hire using data-driven insights.
• Promote employer branding to attract top technical talent with company culture and benefits.
• Stay updated on market salary trends, competitor practices, and tech advancements.
• Ensure a positive candidate experience from first contact to onboarding.
• Identify and implement process improvements in the TA workflow.
• Drive recruitment for Architects & Engineers at EGT levels with campus interviews.
• Coordinate with deployment agencies to hire resources for engineering departments.

Skills

Sourcing

Communication

Analytical

Adaptability

Technical recruiting (TA)

Education

Bachelor's degree in HR / Business Administration / related field

Job description

Role & responsibilities

• Technical Talent Acquisition: Drive the recruitment strategy and execution for technical roles across various teams, including engineering, business development, and Support dept.
• Candidate Sourcing: Utilize multiple sourcing techniques (social media, job boards, referrals, and networking) to build a strong talent pipeline for active and passive candidates.
• Stakeholder Management: Partner closely with hiring managers to understand their needs, define job specifications, and ensure alignment on hiring timelines and expectations.
• Screening and Selection: Conduct initial candidate screenings, evaluate resumes, interview candidates, and assess their technical and cultural fit roles.
• Recruitment Metrics: Track recruitment metrics such as time-to-fill, quality of hire, and pipeline status, using data-driven insights to optimize recruitment strategies.
• Employer Branding: Contribute employer branding initiatives to attract top technical talent by promoting the company's culture, values, and benefits.
• Market Intelligence: Stay updated on trends in the technical talent market, including salary expectations, competitor hiring practices, and technological advancements.
• Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.
• Process Improvement: Identify and implement process improvements within the talent acquisition workflow to increase efficiency and candidate satisfaction.
• Drive the recruitment process of hiring Architect & Engineers at levels of Engineering Graduate Trainees (EGT) with campus Interviews.
• Strategize with Resource deployment agencies & hire resources as and when required by the various Engineering departments within the company.

Preferred candidate profile

• Sourcing Skills: Proven expertise in various sourcing tools and techniques, with a successful track record of sourcing high-quality technical candidates.
• Communication Skills: Excellent written and verbal communication skills, with the ability to effectively interact with candidates and internal stakeholders at all levels.
• Analytical Skills: Proficient in using recruitment metrics and data analysis to drive strategic hiring decisions.
• Adaptability: Ability to work independently in a fast-paced environment with changing priorities.
• Education: Bachelor's degree in human resources, Business Administration, or related field (preferred).

Additional Skills (Preferred)

• Familiarity with applicant tracking systems (ATS) and recruitment software.