Talent Acquisition

RGBSI; Bengaluru; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

Keka Inc. in Bengaluru, India seeks a Senior Talent Acquisition leader to shape workforce strategy and lead senior-level hiring across functions.

You will partner with business leaders to forecast talent, map markets, and build competitive sourcing pipelines, while driving stakeholder alignment and data-driven decisions. The role emphasizes executive hiring, employer branding, and recruitment analytics, with a strong focus on confidential, high-impact recruitment across a multinational

Qualifications

• 8–13 years of progressive Talent Acquisition experience.
• Experience recruiting for senior, specialist, and high-volume roles.
• Partner with senior leaders to forecast talent needs and workforce plan.
• Proven direct sourcing and passive pipeline building.
• Experience with ATS, recruitment technology and LinkedIn Recruiter.

Responsibilities

• Lead end-to-end recruitment for senior, specialist, niche, and business-critical roles.
• Develop sourcing strategies using direct sourcing, referrals, internal mobility, and external partners.
• Manage multiple complex vacancies with quality and timely delivery.
• Conduct candidate screening, competency-based interviews, and assessment coordination.
• Ensure effective offer management, negotiation, and onboarding.

Skills

Passive Sourcing

Competency Interviewing

Employer Branding

Recruitment Analytics

Offer Negotiation

Process Management

Stakeholder Management

Talent Advisory

Executive Hiring

Problem Solving

Education

Bachelor's degree

MBA / Master's degree

Tools

ATS

LinkedIn Recruiter

Talent intelligence tools

Job description

Key Responsibilities

1. Strategic Talent Advisory

• Partner closely with business leaders and hiring managers to understand current and future talent requirements.
• Provide expert advice on talent availability, market trends, compensation benchmarks, and sourcing strategies.
• Develop talent acquisition strategies aligned with business priorities and workforce plans.
• Challenge and influence hiring managers on role requirements, candidate profiles, and selection approaches.
• Build strong relationships with senior stakeholders and act as a trusted talent advisor.

2. End-to-End Talent Acquisition

• Lead end-to-end recruitment for senior, specialist, niche, and business-critical positions.
• Develop effective sourcing strategies using direct sourcing, networking, referrals, internal mobility, social media, and external search partners.
• Manage multiple complex vacancies simultaneously while ensuring quality and timely delivery.
• Conduct candidate screening, competency-based interviews, and assessment coordination.
• Ensure effective offer management, negotiation, and successful onboarding.

3. Executive & Critical Hiring

• Lead senior-level and leadership hiring assignments with a high degree of confidentiality and professionalism.
• Build and maintain strong talent pipelines for critical and future leadership positions.
• Identify passive talent through market mapping, networking, and targeted talent engagement.
• Partner with senior leadership and HR teams on succession and strategic hiring requirements.
• Provide insights on talent availability, competitor hiring activity, skill trends, and market dynamics.
• Conduct talent mapping and benchmarking for key skill areas and geographies.
• Use recruitment analytics and market data to support hiring decisions and workforce planning.
• Identify emerging talent pools and innovative sourcing channels.

5. Stakeholder Management

• Build trusted relationships with senior business leaders, HR Business Partners, hiring managers, and other internal stakeholders.
• Establish clear expectations regarding recruitment timelines, candidate quality, and selection processes.
• Provide regular recruitment updates, market insights, and hiring recommendations.
• Facilitate effective decision-making throughout the recruitment process.

6. Candidate Experience & Employer Brand

• Ensure a consistent, transparent, and positive candidate experience.
• Represent the organization's employer brand effectively in the external talent market.
• Develop and maintain relationships with high-potential candidates even when there is no immediate opening.
• Support employer branding initiatives, talent communities, recruitment campaigns, and industry engagement.

7. Recruitment Excellence & Process Improvement

• Ensure compliance with recruitment policies, processes, and applicable employment regulations.
• Monitor recruitment metrics such as time-to-hire, quality-of-hire, source effectiveness, offer acceptance, and candidate experience.
• Identify opportunities to improve recruitment processes, tools, and hiring manager effectiveness.
• Promote data-driven and technology-enabled talent acquisition practices.
• Strategic Talent Acquisition
• Stakeholder Management
• Talent Advisory & Consulting
• Passive Candidate Sourcing
• Competency-Based Interviewing
• Employer Branding
• Recruitment Analytics
• Negotiation & Offer Management
• Problem Solving & Decision Making
• Project and Process Management
• High level of confidentiality and professional integrity

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• Master's degree/MBA in Human Resources or a related field would be an advantage.
• Typically 8 –13 years of progressive experience in Talent Acquisition, preferably within a multinational, engineering, manufacturing, technology, energy, or other complex organization.
• Proven experience in managing senior, specialist, niche, and high-volume recruitment requirements.
• Demonstrated experience partnering with senior business leaders and hiring managers.
• Strong track record of direct sourcing and building passive talent pipelines.
• Experience with ATS, recruitment technology, LinkedIn Recruiter, and talent intelligence tools.