Talent Acquisition Lead – Technology & Business Hiring

Job Role - Talent Acqusition LeadWhy This Role ExistsWe are hiring across technology, digital marketing, sales and business functions, and the pace and quality of recruitment has become a direct constraint on the business. Too many recent hires have not held up once they started — experience that looked strong on paper turned out to be overstated or misrepresented — and too many open positions have stayed open for months, costing us delivery capacity, client confidence and reputation in the market.This role exists to fix both problems at once. We need a Talent Acquisition Lead who takes full, personal ownership of every requisition from intake to joining, who is rigorous enough to catch a misrepresented resume before it reaches a technical panel, and who moves with the speed and urgency that startup hiring demands. This is not a resume-forwarding or interview-scheduling role — it is an accountable, outcome-owning position.Key Responsibilities1. End-to-End Technology RecruitmentIndependently own recruitment from requirement intake through joining for roles such as:AI/ML and Generative AI / LLM EngineersPython, Node.js, Golang, Java and Full Stack DevelopersFrontend / React Developers and Mobile DevelopersDevOps, Cloud and DevSecOps EngineersQA Engineers, Automation QA and QA LeadsEngineering Leads, Technical PMs, Product Managers, Solution Architects, UI/UX DesignersYou should understand these roles well enough to tell the difference between a candidate who has merely listed a technology and one who has genuinely worked with it.2. Business & Non-Technology HiringEqually own hiring for business functions, including:Digital Marketing, SEO/SEM, Performance Marketing, Content & SocialSales, Business Development, SDR / Lead Generation, Pre-Sales, Account ManagementHR, Finance, Operations, Procurement and other corporate functionsYou should be equally comfortable moving between highly technical hiring and business/startup hiring in the same week.3. Candidate Authenticity & Experience Validation — Non-NegotiableThis is the single most important part of the role. Given past instances of candidates joining with overstated or misrepresented experience, every profile must be rigorously screened before it reaches a technical panel, covering:Employment history, overlapping employment and unexplained gapsActual project experience versus resume claims, and technologies genuinely usedEmployer/client relationships and employment vs. contract/freelance statusJob titles, real responsibilities, and duration/contribution on each projectNotice period, current and expected compensationEducational qualifications and frequency of job changesYou are expected to ask direct, detailed follow-up questions rather than accepting a resume at face value, and to flag any material discrepancy before a candidate advances further.4. Strong Technical Screening CapabilityYou don't need to be an engineer, but you do need working fluency in:Frontend vs. backend vs. full stack; React, Angular, JavaScript/TypeScript, Node.js, Python, Java, PHP, GolangAPIs, microservices, SQL/NoSQL databasesCloud & DevOps: AWS/Azure/GCP, Docker, Kubernetes, CI/CDQA: manual vs. automation, Selenium/Playwright/Cypress, API and performance testingAI/GenAI: LLMs, RAG, prompt engineering, AI agents, vector databases, hallucination testing, guardrailsYou should be able to hold an intelligent first conversation with a candidate and judge, on your own, whether their experience genuinely matches the requirement.5. Recruitment Speed & Full OwnershipSourcing candidates or scheduling interviews is not, by itself, successful delivery. You own each requisition through:Understanding the JD and real business need, and pushing back on unrealistic requirementsBuilding the sourcing strategy and identifying target companies and talent poolsScreening, validating, interview coordination and candidate engagementOffer negotiation, counter-offer management, and following candidates through their notice period to joiningPositions should not sit open for months. Where a role is proving hard to close, you're expected to diagnose why and bring a corrective plan — not wait to be asked.6. Advanced, Proactive SourcingLinkedIn Recruiter, Naukri, Foundit, Indeed, employee referrals, Boolean and X-Ray searchGitHub and technical communities for niche technical rolesDirect headhunting and competitor talent mapping — not just waiting on portal applications7. Communication & Employer BrandExcellent spoken and written English, and professional, prompt email communicationConfident, credible conversations with senior technical professionals and hiring managersRespectful, professional handling of rejected candidates — every interaction reflects on the company8. Stakeholder ManagementWork closely with leadership, engineering managers, technical leads, project/program managers, sales and marketing leadership, and HR — as a partner who brings market intelligence and pushes back on unrealistic requirements, not someone who simply forwards resumes.9. Recruitment Analytics & AccountabilityMaintain accurate, weekly-reviewed metrics: open positions and ageing, profiles sourced/screened/shortlisted, interviews conducted, rejection reasons, offers released, offer-acceptance and joining rates, source effectiveness, and time-to-shortlist / time-to-offer / time-to-fill. A weekly dashboard should clearly flag positions at risk of delay and the corrective action underway.Key Performance IndicatorsPerformance is measured on outcomes, not activity.Time to shortlist: first 3–5 qualified profiles within 3–5 working days for standard roles; a clear sourcing strategy and pipeline within the first week for niche/senior roles.Time to fill: 15–30 days for standard positions, 30–45 days for specialized technical roles, agreed targets for leadership/niche roles — with documented reasons and a recovery plan for anything beyond target.Quality of hire: candidates presented should closely match technical and experience requirements; a persistently high technical-screen rejection rate is treated as a recruitment-quality issue.Candidate authenticity: repeated cases of material misrepresentation that could reasonably have been caught during screening will directly and negatively affect performance.Offer-to-joining ratio and early attrition: the goal is successful hires who stay and perform, not just candidates who accept an offer.Required Experience6–10+ years in Talent Acquisition/Recruitment, including 4+ years of strong technology recruitmentDemonstrated track record closing software engineering and niche technical positionsStartup or high-growth company recruitment experience strongly preferredStrong LinkedIn Recruiter and Naukri sourcing capability, and solid grasp of modern software technologiesProven candidate screening and authenticity-verification skillsStrong compensation negotiation skillsExcellent spoken and written EnglishComfortable engaging directly with senior leadership and hiring managersStrong recruitment analytics and reporting capabilityMust have personally closed multiple technology positions simultaneously, and should be prepared to discuss actual hiring metrics in the interview — positions closed, average time-to-fill, sourcing channels used, and difficult or niche positions successfully closedPreferred BackgroundIT services, software product, SaaS or AI/ML companiesTechnology consulting, digital transformation or offshore development centresStartups / scale-ups, or companies serving US/international clientsWhat Success Looks Like in the First 90 DaysA structured, actively managed pipeline for every open requisitionA visibly shorter time to generate qualified shortlistsNoticeably better technical relevance of candidates reaching interview panelsA tightened, consistently applied candidate authenticity and employment-history screening processWeekly recruitment metrics and ageing reports in placeReusable talent pipelines built for the roles we hire most oftenImproved offer-to-joining conversion, and fewer candidates rejected late for basic experience or skill mismatches