Talent Acquisition Specialist

alt.f coworking; Gurugram District; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

alt.f coworking in Gurugram is seeking an experienced Talent Acquisition Specialist to lead end-to-end hiring, from sourcing to onboarding, ensuring timely recruitment of skilled staff.

You will map the market, run headhunting, maintain recruitment dashboards, screen resumes, conduct interviews, and build a strong candidate network to support growth.

The role collaborates with L&D during onboarding and focuses on reducing time-to-fill and improving hiring quality.

Responsibilities

• Drive end-to-end hiring to recruit staff with required skills.
• Conduct proactive market mapping, industry surveys, and targeted headhunting to identify and engage high-potential candidates.
• Maintain hiring dashboards and recruitment MIS for leadership visibility on open positions, pipeline health, bottlenecks, and forecasts.
• Source and recruit candidates via databases, social media, and other channels.
• Screen resumes and applications.
• Conduct interviews using reliable tools/methods to filter candidates within schedules.
• Assess knowledge, skills, soft skills, experience and aptitudes of applicants.
• Onboard new employees and ensure integration with L&D during onboarding.
• Build a talent pipeline for the future through proactive sourcing.
• Benchmark competitors and markets to map talent pools and practices; leverage insights to strengthen pipelines.
• Build strong candidate networks, especially passive talent for experienced candidates.
• Track and improve TA metrics like time-to-fill, source effectiveness, offer-to-join, hiring quality, cost and pipeline conversion.
• Ensure closures at all levels within timelines and budget.

Job description

• Manage the end-to-end hiring process to select quality talent and ensure the timely recruitment of staff and workers with the required skills.
• Drive lateral hiring through proactive market mapping, industry surveys, and targeted headhunting to identify and engage high-potential candidates, while evaluating them for role suitability, experience, and cultural fit.
• Maintain hiring dashboards and recruitment MIS, providing regular visibility to leadership on open positions, pipeline health, bottlenecks, and hiring forecasts.
• Source and recruit candidates by using databases, social media, etc.
• Screen candidates' resumes and job applications.
• Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within a schedule.
• Assess applicants’ relevant knowledge, skills, soft skills, experience, and aptitudes.
• Onboard new employees to become fully integrated.
• Ensuring smooth integration with L&D in the onboarding of new hires.
• Additionally, build a talent pipeline for the future by proactively mapping/sourcing candidates
• Conduct competitor and market benchmarking to map talent pools, organisation structures, and people practices, and leverage insights to strengthen talent pipeline and talent management strategies.
• Build strong candidate networks and passive talent relationships, particularly for experienced candidates who may not be actively looking for opportunities.
• Track and improve key TA metrics including time-to-fill, source effectiveness, offer-to-joining ratio, hiring quality, hiring cost, and pipeline conversion.
• Ensuring closures at all levels within the stipulated timelines and budget