Corporate Talent Acquisition Lead – India
TekWissen India · Visakhapatnam, Andhra Pradesh, India
Apply & track with Apply EdgeOverview:TekWissen Group is a workforce management provider throughout India and many other countries in the world.Position: Corporate Talent Acquisition Lead – India
Job Description
Role OverviewTekWissen is looking for a highly driven, creative, and business-oriented Corporate Talent Acquisition Lead – India to lead corporate recruitment across the organization.This role is designed for a Talent Acquisition professional who goes beyond traditional recruitment.We are looking for someone who can build talent pipelines before positions open, understand the market before hiring begins, create innovative sourcing strategies for niche talent, and continuously improve the quality, speed, experience, and ROI of hiring.The ideal candidate should have demonstrated experience in building creative recruitment campaigns, Recruiterathons, Hackathons, hiring projects, talent communities, employee referral initiatives, campus/fresher programs, niche-role sourcing strategies, and data-driven recruitment programs.This individual will partner closely with hiring managers and business leaders across TekWissen's business units and will own the recruitment lifecycle from workforce planning and talent intelligence through sourcing, screening, selection, offer management, onboarding, and post-joining hiring effectiveness.KEY RESPONSIBILITIES1.Corporate Talent Acquisition LeadershipOwn and drive end-to-end corporate recruitment for TekWissen across PAN India.Manage hiring across multiple functions and business areas, including:Staffing / RecruitmentTalent AcquisitionCorporate HR / HR OperationsLearning & DevelopmentFinance & AccountsInformation TechnologySoftware / EngineeringNetworking / InfrastructureData & AnalyticsBack Office / OperationsCall Center / Customer SupportBusiness Support FunctionsInternshipsGraduate / Fresher HiringSpecialized and niche corporate positionsBuild scalable recruitment strategies based on business requirements, talent availability, urgency, and role complexity.2.Strategic Hiring Manager PartnershipEstablish TA as a strategic business partner rather than a requisition-processing function.Conduct structured weekly connects with hiring managers and business leaders.Understand current hiring requirements as well as upcoming workforce needs.Build forward-looking hiring forecasts.Understand skill gaps, replacement requirements, growth plans, and future organizational requirements.Challenge and refine hiring requirements where appropriate.Provide market feedback on talent availability, compensation, competition, notice periods, and skill supply.Establish clear hiring priorities, timelines, and recruitment strategies for every business unit.Maintain continuous communication with stakeholders until positions are successfully closed.Hiring Manager PulseCreate a regular hiring-manager pulse mechanism to understand:Quality of profilesInterview effectivenessRecruitment turnaround timeCandidate qualityOffer acceptanceCandidate experienceCommunication effectivenessAreas requiring improvement3.Recruitment Innovation & Out-of-the-Box HiringWe are specifically looking for someone who can rethink how recruitment is done.The TA Lead will be expected to conceptualize and execute innovative hiring initiatives such as:RecruiterathonsHiring HackathonsTalent HackathonsRecruitment DrivesMass Hiring EventsVirtual Hiring DaysSkill-based hiring campaignsNiche Talent CampaignsTalent CommunitiesPassive Candidate Engagement ProgramsEmployee Referral CampaignsCampus Hiring InitiativesFresher Talent ProgramsAlumni Talent NetworksCompetitor Talent MappingGeo-specific Talent DrivesSocial Recruiting CampaignsAI-enabled sourcing initiativesRecruitment contests and sourcing challengesSpecialized hiring projects for difficult-to-fill positionsThe candidate should continuously ask:“Is there a better, faster, smarter or more creative way to hire this talent?”4. Niche & Difficult-to-Fill Role StrategyDevelop customized sourcing strategies for niche, specialized, confidential, or difficult-to-close positions.For every critical role, evaluate:Talent pool availabilityCompetitor organizationsRelevant industriesTarget companiesGeographic talent concentrationCompensation benchmarksNotice-period trendsCandidate movementSkill availabilityTalent seniorityHiring feasibilityCreate role-specific talent acquisition plans rather than applying a one-size-fits-all recruitment model.5. Market Intelligence & Competitor MappingBuild a strong Talent Market Intelligence capability for TekWissen.Regularly monitor:Competitor hiring trendsTalent movementEmerging skill setsSalary trendsHiring hotspotsTalent availability by locationCompetitor organizational growthHiring volumesAttrition trends where information is availableNew technology and skill requirementsTalent acquisition practicesIndustry hiring patternsDevelop competitor and talent maps for strategically important roles.Provide leadership with actionable insights such as:Where is the talent?Who is hiring the talent?What are they paying?What skills are emerging?Where should TekWissen hire?What talent should we build pipelines for now?6. Workforce & Hiring ForecastingDevelop forward-looking recruitment forecasts in partnership with business leaders.Maintain visibility into:Current open positionsExpected upcoming requirementsReplacement hiringGrowth hiringSeasonal hiringFresher / internship requirementsCritical skill requirementsAnticipated hiring challengesTalent availabilityRecruitment capacityCreate proactive talent pipelines for future requirements rather than waiting for requisitions to open.7. Candidate Screening & SelectionOwn the quality of candidates entering the interview process.Responsibilities include:Resume screeningCandidate qualificationInitial recruiter interviewsCompetency assessmentCommunication and behavioral assessmentCompensation discussionsNotice-period validationMotivation and career assessmentRole-fit evaluationCandidate profilingInterview coordinationHiring-manager feedback managementFor critical roles, provide hiring managers with structured candidate summaries and market context.8. Spotlight Calls & Candidate EngagementDevelop a strong candidate engagement process throughout the hiring lifecycle.Own or coordinate:Spotlight callsCandidate expectation settingRole discussionsCareer opportunity conversationsInterview preparationOffer discussionsCounter-offer managementJoining commitmentPre-joining engagementEnsure candidates receive a consistent and professional TekWissen experience from first contact through joining.9. Offer Management & ClosureDrive the complete offer process and maximize offer-to-join conversion.Monitor:Offers releasedOffer acceptanceOffer declinesCounter offersDropoutsNotice periodsJoining commitmentsJoining conversionsIdentify patterns behind offer declines and develop corrective strategies.10. Onboarding & Post-Hire Talent AnalyticsRecruitment success should not end when the candidate joins.The TA Lead will establish a 1–90 Day New Hire Success Measurement framework.Track and analyze:Day 1–7Joining experienceOnboarding completionDocumentationInitial engagementDay 30Manager feedbackRole alignmentEarly performance indicatorsEmployee experiencePotential concernsDay 60Performance trajectoryProductivityManager satisfactionEngagementDay 90PerformanceProductivityRetentionHiring qualityRole fitHiring-manager satisfactionRecruitment ROIUse these insights to determine which recruitment sources, recruiters, hiring channels, and selection methods produce the best employees.11. Recruitment ROI & Performance AnalyticsBuild a data-driven TA dashboard covering:Time to SourceTime to ScreenTime to InterviewTime to OfferTime to HireOffer Acceptance RateOffer-to-Join RatioSource-to-Hire RatioInterview-to-Selection RatioRecruitment Funnel ConversionCost per HireQuality of Hire30/60/90-Day PerformanceEarly AttritionHiring Manager SatisfactionCandidate ExperienceRecruiter ProductivitySource EffectivenessMove recruitment conversations from:“How many people did we hire?”to:“Did we hire the right people, from the right sources, at the right cost, with the right business outcome?”12. Recruitment Process ImprovementContinuously evaluate and improve the TA operating model.Identify opportunities to improve:SourcingScreeningInterview processesInterview turnaround timeHiring-manager responsivenessCandidate experienceOffer conversionJoining conversionRecruitment technologyRecruitment analyticsEmployer brandingTalent pipeline developmentIntroduce automation, AI tools, analytics, and technology wherever they can improve recruitment effectiveness.13. Employer Branding & Talent AttractionPartner with HR and business leadership to strengthen TekWissen's employer brand.Develop initiatives across:LinkedInSocial recruitingEmployee storiesEmployee referral campaignsHiring campaignsCampus brandingRecruitment eventsTalent communitiesDigital employer brandingCandidate engagementCreate compelling campaigns that make TekWissen a destination for high-quality talent.14. Campus, Internship & Fresher HiringBuild scalable programs for:Campus recruitmentGraduate hiringInternship programsFresher hiringGraduate talent communitiesUniversity partnershipsTechnical hiring eventsAssessment-based hiringDevelop a sustainable pipeline of early-career talent for future organizational growth.15. Recruitment Team LeadershipDepending on organizational structure, the TA Lead may manage recruiters / sourcers and will be responsible for building a high-performance recruitment culture.Responsibilities may include:Recruiter productivityRecruitment targetsFunnel managementDaily / weekly performance reviewsCoaching and mentoringSourcing strategyQuality controlRecruiter capability developmentPerformance managementBest-practice sharingEncourage recruiters to become Talent Advisors, not simply profile generators.REQUIRED EXPERIENCEEssential7–12+ years of progressive Talent Acquisition / Recruitment experience, preferably with significant corporate hiring exposure.Experience managing recruitment across multiple functions.Strong stakeholder and hiring-manager management experience.Demonstrated experience with niche and difficult-to-fill positions.Experience building recruitment strategies and talent pipelines.Strong understanding of PAN-India talent markets.Strong interviewing and candidate assessment skills.Experience with recruitment analytics and metrics.Strong communication and influencing capabilities.Strongly PreferredExperience in one or more of the following:RecruiterathonsHackathonsHiring HackathonsRecruitment campaignsCampus hiring programsMass hiring initiativesTalent mappingCompetitor mappingTalent intelligenceEmployer brandingRecruitment analyticsAI / technology-enabled recruitmentTalent community buildingInnovative sourcing programsFresher / internship programsIDEAL CANDIDATE PROFILEWe are looking for someone who is:Creative — challenges traditional recruitment methods.Business-minded — understands why the business is hiring, not just what position needs to be filled.Data-driven — uses metrics and analytics to improve hiring outcomes.Curious — constantly studies the talent market and competitor landscape.Proactive — builds talent pipelines before requirements become urgent.Influential — can partner confidently with hiring managers and business leaders.Experimental — willing to test new ideas and measure their impact.Execution-oriented — turns recruitment ideas into measurable hiring results.Candidate-focused — understands that candidate experience directly impacts employer brand and hiring success.KEY PERFORMANCE INDICATORSThe success of this role will be measured through a balanced combination of hiring delivery, quality, stakeholder experience, innovation, and business impact.Hiring DeliveryPositions closedTime to HireCritical-role closureHiring forecast accuracyHiring QualityQuality of Hire30/60/90-day performanceEarly attritionHiring-manager satisfactionCandidate ConversionScreening-to-interview ratioInterview-to-offer ratioOffer acceptance rateOffer-to-join ratioMarket IntelligenceTalent maps createdCompetitor intelligenceCritical-skill availabilityMarket compensation insightsInnovationNew recruitment initiatives launchedRecruiterathons / HackathonsNew sourcing channelsTalent communities createdInnovation-driven hiresBusiness PartnershipWeekly hiring-manager connectsStakeholder satisfactionForecasting accuracyHiring plan adherenceRecruitment ROICost per hireSource effectivenessRecruiter productivityHiring channel ROINew-hire performanceSUCCESS IN THE FIRST 90 DAYSFirst 30 Days — UnderstandUnderstand TekWissen's business units and organizational structure.Meet key hiring managers and business stakeholders.Review existing recruitment processes and metrics.Understand current hiring demand and pipeline.Identify critical hiring challenges.Conduct an initial talent-market assessment.Days 31–60 — BuildEstablish hiring-manager connect cadence.Develop hiring forecasts.Build talent maps for priority roles.Establish recruitment dashboards.Identify sourcing gaps.Introduce targeted sourcing strategies.Launch at least one recruitment innovation initiative.Days 61–90 — TransformEstablish a repeatable TA operating rhythm.Launch proactive talent pipelines.Implement market intelligence reporting.Establish 30/60/90-day new-hire feedback mechanisms.Implement recruitment ROI tracking.Launch a measurable innovative hiring campaign / Recruiterathon / Hackathon / specialized hiring project.Present a Corporate Talent Acquisition Transformation Roadmap to HR leadership.EDUCATIONBachelor's degree required.MBA / PGDM in Human Resources, Talent Management, Business Administration, or a related discipline is preferred.Relevant professional certifications in Talent Acquisition, HR Analytics, Sourcing, or related areas will be an advantage.LOCATIONVisakhapatnamThe role will support PAN-India hiring and may require interaction with business leaders, hiring managers, candidates, universities, recruitment partners, and other stakeholders across India.WHY THIS ROLE IS DIFFERENTThis is not a traditional recruitment role.The person joining this position will have the opportunity to help build a modern, data-driven and innovation-led Corporate Talent Acquisition function at TekWissen.We are looking for someone who can move beyond:Requisition → Resume → Interview → Offer → Joinand build:Workforce Intelligence → Talent Mapping → Proactive Pipelines → Innovative Hiring → Candidate Experience → Quality of Hire → Performance → Retention → ROIIf you are someone who enjoys solving difficult hiring problems, experimenting with new recruitment models, understanding talent markets, influencing business leaders, and building scalable talent strategies, this role offers an opportunity to make a significant organizational impact.Core Philosophy“Don't wait for talent to apply. Find the talent, understand the talent, engage the talent, and build the right opportunity for the talent.”TekWissen® Group is an equal opportunity employer supporting workforce diversity.