Talent Acquisition Specialist

Pressurejet Systems; Ahmedabad District; On-site; INR 600,000 - 900,000; Full time

Job summary

Pressurejet Systems is seeking a Recruitment Delivery professional to lead end-to-end hiring, align roles with managers, and close positions within timelines. You will screen profiles, manage HR interviews, and coordinate technical rounds while maintaining a positive candidate experience.

You will shape sourcing strategies using job portals, referrals, and headhunting; build a ready talent pipeline, collaborate with leaders on workforce planning, standardize processes, and strengthen employer

Responsibilities

• Understand manpower requirements with hiring managers and define role expectations clearly.
• Create role-wise hiring plans and close positions within agreed timelines.
• Screen profiles for skill, attitude, and cultural fit; conduct HR interviews and coordinate technical rounds.
• Maintain positive candidate experience through clear communication and timely updates.
• Source talent using LinkedIn, job portals (Naukri/Indeed), referrals, databases, and proactive headhunting.
• Identify and engage passive talent for current and future requirements.
• Build and maintain a ready pipeline for priority roles and critical skills.
• Partner with leadership and HODs on workforce planning, interview scheduling, and feedback closure.
• Standardize recruitment workflow covering shortlisting, interviews, feedback capture, offer release, and joining follow-up.
• Ensure documentation and approvals are completed as per HR policy.
• Strengthen employer branding through job posts, LinkedIn communication, talent messaging, and professional candidate interaction.
• Represent PressureJets culture, purpose, and growth opportunity clearly to candidates.
• Improve offer acceptance and joining ratio through engagement touchpoints.

Job description

Role & responsibilities

Recruitment Delivery (End-to-End)

Specific Duties / Responsibilities:

• Understand manpower requirements with hiring managers and define role expectations clearly.
• Create role-wise hiring plans and close positions within agreed timelines.
• Screen profiles for skill, attitude, and cultural fit; conduct HR interviews and coordinate technical rounds.
• Maintain positive candidate experience through clear communication and timely updates.

Sourcing Strategy & Talent Pipeline

• Source talent using LinkedIn, job portals (Naukri/Indeed), referrals, databases, and proactive headhunting.
• Identify and engage passive talent for current and future requirements.
• Build and maintain a ready pipeline for priority roles and critical skills.

Stakeholder Management & Hiring Process Control

• Partner with leadership and HODs on workforce planning, interview scheduling, and feedback closure.
• Standardize recruitment workflow covering shortlisting, interviews, feedback capture, offer release, and joining follow-up.
• Ensure documentation and approvals are completed as per HR policy.

Employer Branding & Candidate Engagement

• Strengthen employer branding through job posts, LinkedIn communication, talent messaging, and professional candidate interaction.
• Represent PressureJets culture, purpose, and growth opportunity clearly to candidates.
• Improve offer acceptance and joining ratio through engagement touchpoints.