Talent Acquisition Lead

FundVice Group; Bengaluru; On-site; INR 4,500,000 - 7,000,000; Full time

Job summary

FundVice Group in Bangalore (On-Site) seeks an experienced Head Talent Acquisition to lead and scale the recruitment function across India. You will drive high-volume and field-sales hiring, workforce planning, vendor management, and team leadership to ensure timely fulfilment and cost-efficient hiring.

The role requires strong strategy, governance, and analytics skills, with a focus on building scalable processes and a high-quality candidate experience across multiple locations.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• MBA/PG HR qualification preferred.
• At least 4 years in Talent Acquisition with leadership experience.

Responsibilities

• Lead pan-India talent acquisition strategies and manpower planning.
• Manage bulk hiring, field-sales recruitment across locations.
• Set hiring targets, SLAs, and monitor recruitment KPIs.
• Lead TA Managers, Team Leads, recruiters and coordinators.
• Design standardized recruitment workflows and dashboards.
• Optimize recruitment costs while maintaining quality.
• Build employer branding and talent pipelines.

Skills

High-volume hiring

Field-sales hiring

Recruitment leadership

Workforce planning

Vendor management

ATS/HRMS

Recruitment analytics

Stakeholder management

Cost optimization

Process improvement

Education

Bachelor's degree in HR / Business Administration

MBA/PG qualification in HR (preferred)

Tools

ATS/HRMS platforms

Recruitment automation tools

Job description

JOB DESCRIPTION
Head Talent Acquisition / Talent Acquisition Lead
Department: Human Resources Talent Acquisition Location: Bangalore (On-Site) Experience: 4 years in Talent Acquisition,
including leadership experience Role Type: Full-time Industry Preference: Fintech, BFSI, Telecom, E-commerce, Consumer Tech, or
High-Volume Sales Organizations

Role Overview

We are looking for an experienced Talent Acquisition Leader to lead and scale the organization's recruitment function across
multiple locations in India. The ideal candidate will have strong expertise in high-volume and field-sales hiring, recruitment strategy,
workforce planning, vendor management, and team leadership.
The role requires the ability to build efficient recruitment processes, manage large recruitment teams, partner with business leaders,
and ensure timely fulfilment of manpower requirements while optimizing recruitment costs and maintaining hiring quality.

Key Responsibilities

1. Talent Acquisition Strategy & Workforce Planning

Develop and execute pan-India talent acquisition strategies aligned with business goals.
Lead annual operating plan (AOP) manpower planning, headcount forecasting, and hiring prioritization.
Manage bulk hiring, field-sales recruitment, mid-level hiring, and leadership recruitment.
Ensure timely fulfilment of manpower requirements across multiple business units and locations.

2. High-Volume & Field-Sales Hiring

Drive large-scale recruitment for field-sales executives, team leaders, area sales managers, and other business-critical positions.
Build scalable sourcing channels to support rapid business expansion across multiple cities and regions.
Establish hiring targets, turnaround times, and service-level agreements (SLAs) for recruitment teams.
Monitor interview-to-selection, offer-to-joining, and joining-to-retention ratios.

3. Team Leadership & Performance Management

Lead, mentor, and develop a team of Talent Acquisition Managers, Team Leads, recruiters, and recruitment coordinators.
Set daily, weekly, and monthly hiring targets and monitor individual and team performance.
Improve recruiter productivity, accountability, and stakeholder coordination.
Build a high-performance recruitment culture focused on delivery, quality, and candidate experience.

4. Recruitment Operations & Process Excellence

Design and standardize recruitment workflows, governance mechanisms, and hiring dashboards.
Monitor time-to-hire, cost-per-hire, source effectiveness, hiring funnel conversion, and SLA adherence.
Implement ATS/HRMS systems and AI-enabled recruitment tools to improve efficiency and scalability.
Identify process gaps and introduce automation and process improvements.

5. Vendor Management & Cost Optimization

Develop and manage recruitment vendor partnerships where required.
Build internal sourcing capabilities to reduce dependency on external recruitment agencies.
Optimize recruitment budgets and cost-per-hire without compromising hiring quality.
Track vendor performance, recruitment costs, and closure efficiency.

6. Stakeholder & Business Partnering

Work closely with business heads, regional managers, and functional leaders to understand manpower requirements.
Conduct regular hiring reviews and resolve recruitment escalations.
Provide hiring forecasts, recruitment performance reports, and actionable recommendations to senior management.
Ensure clear communication on hiring priorities, candidate feedback, offer approvals, and joining commitments.

7. Employer Branding & Talent Pipeline Development

Strengthen employer branding and candidate engagement initiatives.
Develop talent pipelines through job portals, referrals, campus hiring, local recruitment drives, and other sourcing channels.
Promote diversity and inclusion in recruitment practices.
Improve the overall candidate experience throughout the hiring lifecycle.

Required Skills & Qualifications

Bachelors degree in human resources, Business Administration, or a related field; an MBA/PG qualification in HR is preferred.
4 years of experience in Talent Acquisition, with substantial experience managing recruitment teams.
Proven expertise in high-volume, multi-location, and field-sales hiring.
Experience leading large recruitment teams and managing multiple hiring stakeholders.
Strong knowledge of workforce planning, recruitment analytics, hiring governance, and vendor management.
Hands-on experience with ATS/HRMS platforms and recruitment automation tools.
Excellent leadership, communication, stakeholder management, and problem-solving skills.
Strong analytical skills with a focus on hiring productivity, recruitment costs, and turnaround time.

Key Performance Indicators (KPIs)

Monthly and quarterly hiring target achievement.
Time-to-hire and requisition closure turnaround time.
Offer-to-joining and interview-to-selection ratios.
Cost-per-hire and recruitment budget optimization.
Recruiter productivity and team performance.
SLA adherence and hiring manager satisfaction.
Quality of hire and early attrition.
Reduction in external vendor dependency.