Talent Acquisition Manager (RPO)

Talent Hired-the Job Store; Pune District; On-site; INR 2,800,000 - 4,200,000; Full time

Job summary

Talent Hired-the Job Store is seeking an experienced recruitment leader to own the talent acquisition mandate for a manufacturing account. Build and guide a team of recruiters to meet hiring plans and SLA, while ensuring client renewals and growth.

You will drive sourcing for critical roles, optimize funnel metrics, and maintain governance across ATS and reports. Strong leadership, client management, and process discipline are essential to succeed.

Qualifications

• 10+ years of recruitment or RPO experience, including leading a team of 10+ recruiters.

Responsibilities

• Deliver the client's annual hiring plan within SLA and maintain client renewal.
• Review requisitions aging beyond 30 days weekly with cause and recovery plan.
• Monitor funnel conversion and fix weak stages to avoid high submission volume.
• Maintain offer-to-join conversion at 85% or above.
• Keep ATS records current with same-day candidate status updates.
• Publish a weekly delivery dashboard and a monthly MIS.
• Run quarterly business reviews: delivery vs plan, team capability, forecast.
• Set KPIs for each recruiter and manage performance against them.

Skills

Leadership

RPO management

Talent acquisition

Stakeholder management

Tools

ATS

Job description

Experience- Required 10+ years in recruitment or RPO, including experience leading a team of 10+ recruiters

Role Purpose

Own the talent acquisition mandate for an assigned manufacturing account delivering the hiring plan to SLA, keeping the client successful enough to renew and grow, and building a team that meets its targets .

Key Responsibilities

Delivery and Client Outcomes

Deliver the client's annual hiring plan in full, without trading quality for volume. Fill roles within the contracted SLA for each role band. Review requisitions ageing beyond 30 days weekly, with cause and recovery plan, and flag SLA risk to the client early. Monitor funnel conversion at each stage and fix the weak stage rather than raising submission volume. Hold offer-to-join conversion at 85% or above. Keep ATS records current with same-day candidate status updates. Maintain governance and compliance with zero audit exceptions on the account

Sourcing and Talent Pipeline

Source hands-on for critical and niche mandates; head-hunt what portals cannot fill.Keep ready pipelines for repeat-demand and hard-to-fill roles. Introduce one new sourcing channel each quarter and report its yield. Drive team use of AI sourcing tools CV matching, Gen AI Boolean strings and adverts, automated outreach and measure their yield. Map skills and sub-skills for every active requisition before sourcing begins .

Reporting and Dashboards

Publish a weekly delivery dashboard: open roles, ageing, funnel conversion, offers in hand, SLA status. Produce the monthly account MIS: plan against actuals, TAT by role band, source mix and yield, joiner attrition. Run the quarterly business review: delivery against plan, team capability, next-quarter forecast. Keep one source of truth the client dashboard and the ATS report must reconcile.

Client Partnership and Governance

Run the weekly requisition review with hiring managers and the monthly review with client leadership; own every escalation on the account. Share market intelligence talent availability, compensation movement, competitor activity each month. Present few, well-assessed profiles rather than high CV volume. Develop a working understanding of the client's operations, functions and role landscape, enough to represent opportunities credibly to senior candidates. Uphold the client's employer brand through a consistent candidate experience and timely decisions, whatever the outcome

People Management

Set KPIs for each team member on the HRMS and manage performance against them. Share the quarterly scorecard with the Performance Management team on time. Run regular team engagement and connects beyond work. Build and review a career path for each team member. Maintain a capability plan per recruiter skill level, gaps, training to close them reviewed quarterly with Taggd Academy. Hold voluntary attrition within the team at or below 15%