Talent Acquisition Manager

Taggd; Mumbai; On-site; INR 2,500,000 - 4,500,000; Full time

Job summary

Taggd is seeking a Manager – Talent Solutions in Mumbai to partner with business stakeholders and the HR community on recruitment strategy. You will lead the RPO delivery, manage a recruitment team, and own the end-to-end hiring plan with a focus on speed, quality, and governance.

In this role, you will drive hands-on sourcing for critical roles, build ready pipelines, and communicate process changes to stakeholders.

Qualifications

• 8+ years in search or RPO delivery with team leadership.
• Hire at volume in manufacturing or automotive sectors.
• Hands-on sourcing for critical roles and leadership mandates.
• Strong written and verbal communication with senior stakeholders.
• MBA/PGDM in HR preferred; graduate in any discipline.

Responsibilities

• Build relationships with stakeholders, TA leadership and HR contacts.
• Act as single point of contact for recruitment and strategy.
• Lead reviews with hiring managers on pipeline health and SLA.
• Deliver annual hiring plan and manage time-to-fill targets.
• Govern compliance and maintain offer-to-join conversion targets.
• Lead hands-on sourcing and build ready candidate pipelines.
• Share market intelligence in monthly reviews.
• Develop KPI-driven team performance and training plans.

Skills

Stakeholder management

People management

Sourcing

ATS experience

MS Office

Education

Bachelor's degree

MBA/PGDM in HR preferred

Tools

ATS systems

MS Office suite

Boolean search

AI-driven search tools

Job description

• Build working relationships with business stakeholders, TA leadership and key HR contacts on the account, and across the wider Taggd business.
• Act as the single point of contact for all recruitment, sourcing and strategy matters raised with the RPO team.
• Hold a weekly, monthly and quarterly review rhythm with the hiring manager community and senior business stakeholders, covering pipeline health, SLA status and open escalations.

Job Description - Manager – Talent Solutions

• Seek stakeholder feedback actively and close out every item with a documented action.
• Communicate process changes, new initiatives and additional service offerings to stakeholders as they are introduced.

Delivery and Operations

• Deliver the agreed annual hiring plan, tracked as a monthly fulfilment percentage against plan.
• Hold time-to-fill within the contracted SLA for each role band and review every ageing requisition in the weekly account review.
• Review team, recruiting numbers and SLA performance on a set cadence, and act on any measure falling below
• Maintain offer-to-join conversion at 85% or above through structured candidate engagement from offer release to date of joining.
• Ensure governance and compliance across policy, process and procedure, with zero audit exceptions on the account.

Sourcing and Talent Pipeline

• Lead hands‑on sourcing for critical and niche mandates; head‑hunt for roles that portals cannot fill.
• Gain a working understanding of the assigned business — structure, nature of work and challenges faced — so that sourcing strategy is built against anticipated demand rather than live vacancies alone.
• Build and maintain ready pipelines of active and passive candidates for repeat‑demand and hard‑to‑fill roles.
• Engage specialised, high‑skilled and difficult‑to‑attract talent through professional networks, portals and direct approach.

Market Intelligence and Reporting

• Analyse recruitment trends, results and insights — business unit, client and external market — and share them with the client and Taggd peers to shape future hiring activity.
• Share market intelligence — talent availability, compensation trends, competitor movement — in every monthly review.

People Management

• Create KPIs for every team member on the HRMS and manage performance against them through the year.
• Plan and track training so the team is set up to deliver against its targets.
• Run structured engagement connects and build a documented career path for each team member

Candidate Profile-

This role suits someone who has already run a recruitment team against a hiring plan, not someone stepping into team management for the first time. The successful candidate will:

• Bring 8+ years in search or RPO delivery, including experience leading a team of 10+ recruiters. Candidates who have not managed at this scale will not be considered.
• Have hired at volume in manufacturing, automobile, auto component, heavy machinery, OEM or electric vehicle businesses, and know where the talent sits and what it costs. This sector exposure is a requirement of the role, not a preference.
• Still source personally on the mandates that matter, through head‑hunting, Boolean and advanced search, portals and professional networks.
• Hold their own with business heads and senior HR stakeholders, and hold a consultative hiring conversation rather than take an order.
• Communicate with authority in writing and in the room.
• Work to a target and carry a delivery orientation into the team.
• Be fluent with ATS and database management, and advanced in MS Office.
• Be a graduate in any discipline; a postgraduate qualification or an MBA or PGDM in Human Resources is preferred.
• Source with AI‑driven search and AI‑enabled tools — CV matching, Gen AI Boolean strings and adverts, automated outreach — and measure what each one actually yields.
• Run the weekly delivery dashboard and the monthly account MIS, and act on what the numbers show rather than only reporting them.
• Build recruiter capability — find the skill gaps across the team, coach against them, and add capability where the plan