Talent Acquisition Specialist

Hetero; Hyderabad; On-site; INR 1,500,000 - 2,500,000; Full time

Job summary

Hetero in Hyderabad seeks an experienced Talent Acquisition Partner for International Markets to manage end-to-end recruitment across the US, Europe, MENA, and Emerging Markets. The role requires close collaboration with business leaders to translate workforce needs into market-specific sourcing strategies and attract top international talent.

The ideal candidate will excel in sourcing active and passive candidates, conducting competency-based interviews, and negotiating offers while

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• Experience in international cross-border recruitment across multiple geographies.
• Strong sourcing skills for active and passive candidates.

Responsibilities

• Own end-to-end recruitment lifecycle across US, Europe, MENA, and Emerging Markets.
• Develop geography-specific talent acquisition strategies based on market conditions and business priorities.
• Proactively source candidates via LinkedIn, referrals, job boards, and networks.
• Build strong talent pipelines for current and future hiring needs.
• Coordinate interviews and selections across countries and time zones.
• Partner with HR on compensation, offers, and negotiations.]
• Maintain relationships with passive candidates and provide market intelligence.

Skills

International recruitment

Sourcing passive talent

Market mapping

Stakeholder management

Candidate assessment

Negotiation

ATS experience

Education

Bachelor's degree

Tools

LinkedIn Recruiter

ATS

Job description

Job Description Talent Acquisition Partner International Markets

Job Title: Talent Acquisition Partner International Markets

Department: Human Resources / Talent Acquisition

Location: Hyderabad Work From Office

Regional Scope: US, Europe, MENA & Emerging Markets

Job Summary

We are looking for an experienced Talent Acquisition Partner to manage end-to-end recruitment for international positions, with a primary focus on the US, Europe, MENA (Middle East & North Africa), and Emerging Markets.

The role will partner closely with business leaders and hiring managers across multiple geographies to understand workforce requirements, develop market-specific sourcing strategies, and attract high-quality talent across diverse international markets.

The ideal candidate will have strong experience in international and cross-border recruitment, with a proven ability to recruit across different talent markets, cultures, time zones, and employment environments. The candidate should be highly skilled in sourcing active & passive talent, market mapping, stakeholder management, candidate assessment, and offer negotiation.

Key Responsibilities

Own the end-to-end recruitment lifecycle for positions across the US, Europe, MENA, and Emerging Markets.

Develop geography-specific talent acquisition strategies based on talent availability, market conditions, skill requirements, and business priorities.

Proactively source and engage candidates through LinkedIn, professional networks, referrals, job boards, talent communities, and other innovative sourcing channels.

Build strong talent pipelines for both immediate hiring requirements and future business needs.

Manage recruitment across multiple functions, levels, and geographies, including specialist, managerial, and leadership positions.

Conduct initial candidate screening and competency-based interviews to assess skills, experience, motivation, and cultural alignment.

Manage candidate engagement throughout the recruitment process and ensure a high-quality candidate experience.

Coordinate interviews and selection processes with stakeholders across different countries and time zones.

Partner with HR and business stakeholders on compensation expectations, offer development, negotiations, and closing candidates.

Build and maintain strong relationships with passive candidates and develop long-term international talent networks.

Conduct market mapping and talent intelligence to identify key talent pools, competitor organizations, and recruitment trends.

Track recruitment metrics including time-to-hire, time-to-fill, source effectiveness, pipeline conversion, offer acceptance, and quality of hire.

Provide regular recruitment insights and market intelligence to hiring managers and senior leadership.

Support employer branding and talent attraction initiatives across international markets.

Collaborate with HR, HR Operations, Legal, Payroll, and other stakeholders on country-specific hiring requirements and employment considerations.

Ensure recruitment activities comply with applicable local employment, equal-opportunity, data privacy, and recruitment regulations.

Continuously identify opportunities to improve sourcing strategies, recruitment processes, technology adoption, and candidate experience.

Regional Scope

United States

Manage recruitment across the US for business-critical and specialist positions.

Develop strong networks within relevant US talent markets and professional communities.

Understand US compensation expectations, talent availability, sourcing trends, and competitive hiring landscape.

Partner with hiring managers to develop targeted sourcing and candidate-engagement strategies.

Europe

Support hiring across key European markets, including:

UK & Ireland

Germany

France

Netherlands

Spain

Italy

Nordics

Other European markets based on business requirements

The role should demonstrate an understanding of differences in talent availability, candidate expectations, recruitment practices, and employment environments across European countries.

MENA

Manage and support recruitment across markets including:

UAE

Saudi Arabia

Qatar

Egypt

Bahrain

Kuwait

Oman

Other MENA markets as required

Experience with regional talent pools, local sourcing channels, candidate expectations, and cross-border recruitment will be an advantage.

Emerging Markets

Support recruitment across high-growth and developing markets based on business requirements.

The role will be expected to quickly understand new talent markets, identify relevant sourcing channels, build talent pipelines, and provide market intelligence to hiring stakeholders.

Candidate Profile

Bachelors degree in Human Resources, Business Administration, or a related discipline.

48 years of Talent Acquisition / Recruitment experience, preferably within an international or multinational organization.

Proven experience managing recruitment across multiple international geographies.

Strong experience in hiring for the US and Europe, with exposure to MENA and Emerging Markets.

Strong expertise in proactive sourcing and passive candidate engagement.

Demonstrated ability to manage multiple requisitions across different countries and time zones.

Experience recruiting across different functions, seniority levels, and skill sets.

Strong market-mapping and talent-intelligence capabilities.

Experience partnering with senior hiring managers and business leaders.

Strong interviewing, candidate assessment, negotiation, and closing skills.

Experience using ATS, LinkedIn Recruiter, recruitment platforms, and other sourcing technologies.

Strong analytical skills with the ability to use recruitment data to drive decisions.

Excellent written and verbal English communication skills.

Additional European, MENA, or other regional language skills will be an advantage.

Key Competencies

International / Global Talent Acquisition

Strategic Sourcing

Passive Candidate Engagement

Market Mapping & Talent Intelligence

Stakeholder Management

Candidate Assessment

Offer Management & Negotiation

Cross-Cultural Communication

Candidate Experience

Employer Branding

Recruitment Analytics

Talent Pipeline Development

Business Acumen

Problem Solving

Ownership & Execution

Key Performance Indicators

Time-to-fill / Time-to-hire

Quality of hire

Offer acceptance rate

Hiring manager satisfaction

Candidate experience

Source effectiveness

Pipeline strength and conversion

Passive candidate engagement

Diversity of talent pipelines

Recruitment cost efficiency

Delivery against agreed hiring plans

Ideal Candidate

The ideal candidate is a globally minded Talent Acquisition professional who can operate effectively across different cultures and geographies, build strong relationships with business leaders, and proactively identify exceptional talent.

You should be comfortable moving between a US hiring requirement in the morning, a European stakeholder discussion during the day, and MENA or Emerging Market recruitment priorities across different time zones.

This role requires a combination of strategic thinking, hands-on sourcing capability, strong stakeholder management, market intelligence, and excellent execution.