Talent Acquisition Manager

Taggd; Surat; Sur place; INR 3 500 000 - 6 000 000; Plein temps

Résumé du poste

Taggd is seeking an experienced Recruitment Leader to run the RPO delivery for a major account. You will lead a team of recruiters, manage stakeholder relationships, and own sourcing strategies that align with the client’s hiring plan.

You will personally source for critical roles, coach the team, and ensure governance, accuracy and speed in hiring across manufacturing sectors. Strong communication and analytics are essential.

Qualifications

• 8+ years in search or RPO delivery with team leadership experience
• Experience hiring at volume in manufacturing, automobile, or related sectors
• Fluency with ATS and database management; advanced MS Office skills
• Strong written and verbal communication with senior stakeholders
• Ability to run weekly delivery dashboards and monthly MIS

Responsabilités

• Build working relationships with business stakeholders, TA leadership and HR contacts on the account
• Act as single point of contact for all recruitment, sourcing and strategy matters
• Lead weekly, monthly and quarterly reviews with hiring managers and senior stakeholders
• Close out actions with documented follow-ups and feedback
• Communicate process changes and new initiatives to stakeholders
• Deliver the annual hiring plan and maintain SLA adherence
• Lead hands-on sourcing for critical and niche mandates
• Develop pipelines of active and passive candidates for repeat-demand roles
• Engage high-skilled talent via networks, portals and direct outreach
• Analyze recruitment trends and share market intelligence in monthly reviews
• Create KPIs for team members and manage performance
• Source with AI-driven search and measure yields
• Run weekly delivery dashboards and monthly account MIS
• Build recruiter capability and skill gaps within the team

Connaissances

Stakeholder management

Sourcing

Recruitment leadership

ATS

MS Office

Boolean search

AI-enabled tools

Formation

MBA / PGDM in HR (preferred)

Graduate in any discipline

Outils

Applicant Tracking System (ATS)

Gen AI / AI-driven search

CV matching

Description du poste

• 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.


• 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