TA Head

Innefu; Delhi; On-site; INR 4,500,000 - 7,000,000; Full time

Job summary

Innefu Labs in Delhi seeks a TA Manager to own the complete recruitment lifecycle, from workforce planning to onboarding. This is a hands-on leadership role combining strategy with execution, managing a team of recruiters and driving TAT and quality metrics while personally closing critical roles.

The ideal candidate will partner with CXO-level stakeholders, implement standardized interview frameworks, ensure data-driven processes, and build a strong leadership talent pipeline across

Qualifications

• 10–15 years of progressive TA experience with end-to-end recruitment ownership.
• Experience managing a team of 8–10 recruiters and capability building.
• Hands-on in recruitment process design and onboarding program ownership.
• Strong technical understanding of AI/ML, Data Analytics, and Cybersecurity hiring.
• Proven track record closing CXO/leadership mandates at scale.
• Stakeholder management and senior-level offer negotiations.

Responsibilities

• Own the complete hiring lifecycle — manpower planning, requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure.
• Partner with business/department heads to translate hiring needs into clear roles, scorecards, and sourcing strategies.
• Track and report hiring funnel metrics (TAT, source mix, offer-to-join ratio, cost per hire, drop-off rate) to leadership.
• Lead, mentor, and manage a team of 8–10 recruiters, including leads and senior recruiters.
• Set individual and team targets and conduct regular performance reviews.
• Build capability through training on sourcing techniques, technical screening, and stakeholder management.
• Drive a culture of ownership, urgency, and data-driven recruiting within TA.
• Audit and redesign the current hiring process to reduce TAT and improve quality of hire.
• Standardise interview frameworks, evaluation scorecards, and structured assessment processes across roles.
• Implement/optimise ATS and recruitment tools for visibility, reporting, and automation.
• Define and refine SLAs between TA and hiring managers across all units.
• Own onboarding end-to-end — pre-joining engagement, documentation, induction, and first 90-day experience.
• Build feedback loops with hiring managers post-onboarding to improve quality-of-hire metrics.
• Partner with L&D/HRBP to ensure smooth candidate-to-employee transition.
• Close CXO and senior leadership mandates (CRO, Sales Head, Engineering Manager, Product Manager, AI Head) within core verticals.
• Build and manage a network/pipeline of passive senior leadership talent, including executive search partners when needed.
• Lead hiring for niche roles — CoE leads, SMEs, and specialized tech experts with deep market mapping.

Skills

Team leadership

Hiring governance

Executive search

Stakeholder management

Sourcing strategy

Tools

LinkedIn Recruiter

Boolean search

Market mapping

ATS platforms

Job description

The TA Manager will own thecomplete recruitment lifecycle for Innefu Labs — from workforce planning andsourcing strategy through offer closure and onboarding. This is a hands-onleadership role for someone who can operate at both the strategic level (processdesign, hiring governance, stakeholder management, leadership/CXO hiring) andthe execution level (managing a team of recruiters, driving TAT and qualitymetrics, and personally closing critical/niche positions when required).

KeyResponsibility:

• Ownthe complete hiring lifecycle — manpower planning, requisition intake,sourcing, screening, interview coordination, offer negotiation, and closure.
• Partnerwith business/department heads to translate hiring needs into clear rolescorecards and sourcing strategies.
• Trackand report hiring funnel metrics (TAT, source mix, offer-to-join ratio, costper hire, drop-off rate) to leadership on a regular cadence.
• Lead,mentor, and manage a team of 8–10 recruiters, including team leads/seniorrecruiters handling different hiring verticals.
• Setindividual and team targets (open positions, TAT, quality of hire), and conductregular performance reviews.
• Buildcapability within the team through training on sourcing techniques, technicalscreening, and stakeholder management.
• Drivea culture of ownership, urgency, and data-driven recruiting within the TA team.
• Auditand redesign the current hiring process to remove bottlenecks, reduce TAT, andimprove quality of hire.
• Standardiseinterview frameworks, evaluation scorecards, and structured assessmentprocesses across technical and business roles.
• Implement/optimiseuse of ATS and recruitment tools for pipeline visibility, reporting, andworkflow automation.
• Defineand continuously refine SLAs between TA and hiring managers across all businessunits
• Ownthe onboarding process end to end — pre-joining engagement, documentation,induction, and first 90-day experience — to reduce early attrition.
• Buildfeedback loops with hiring managers post-onboarding to continuously validateand improve quality-of-hire metrics.
• Partnerwith L&D/HRBP teams to ensure a seamless transition from candidate toproductive employee.
• Personallydrive and close CXO and senior leadership mandates (e.g., CRO, Sales Head,Engineering Manager, Product Manager, AI Head) within theAI/data/cybersecurity/technology vertical.
• Buildand manage a strong network/pipeline of passive senior leadership talent,including via executive search partners where required.
• Leadhiring for niche and critical roles — Centre of Excellence (CoE) leads, SubjectMatter Experts (SMEs), and specialised technical experts — that demand deepmarket mapping and targeted headhunting.
• Manageconfidential and business-critical hiring mandates directly with founders/CXOstakeholders.
• Demonstratestrong technical fluency to independently evaluate and engage AI/ML, DataScience, Data Engineering, and Cybersecurity talent — understanding rolerequirements deeply enough to have credible conversations with candidates andhiring managers.
• Drivehiring across business-critical functions — Sales, Pre-Sales, Product,Delivery, and Operations — in addition to technical roles.
• Buildtalent pipelines and market intelligence (compensation benchmarks, competitormapping, talent availability) for both technical and business verticals.

Requirements

• 10–15years of progressive TA experience, with proven ownership of the end-to-endrecruitment lifecycle.
• Demonstratedexperience managing a team of 8–10 recruiters, including performance managementand capability building.
• Hands-onexperience designing/fixing recruitment processes and building/owningonboarding programs focused on quality of hire.
• Strongtechnical understanding of AI/ML, Data Analytics, and/or Cybersecurity hiring —able to assess technical talent independently.
• Proventrack record of closing CXO/leadership-level mandates at scale (e.g., CRO,Sales Head, Engineering Manager, Product Manager, AI Head, CoE Leads, SMEs) —ideally within the same or adjacent technology vertical.
• Experiencehandling critical, confidential, and business-sensitive hiring mandatesdirectly with senior leadership.
• Strongstakeholder management, negotiation, and offer-closing skills at senior levels.
• Workingknowledge of ATS platforms, recruitment analytics, and modern sourcing tools(LinkedIn Recruiter, Boolean search, market mapping).