Talent Acquisition Manager

Axiom Technologies · Noida, Uttar Pradesh, India

Role: GLOBAL HEAD – TALENT ACQUISITIONLocation: Noida - 62, India (On-Site)Experience: 10+ Years

Employment Type: Full-TimeAbout Axiom Technologies:Axiom Technologies is a global IT services and infrastructure solutions organization delivering technology support, managed services, IT infrastructure, and end-user computing solutions to clients across international markets.

With operations and client engagements across multiple regions, Axiom works with diverse global teams and technology environments. We are looking for an accomplished Global Head – Talent Acquisition to lead our international recruitment strategy and build a scalable, high-performing global TA function.Role OverviewThe Global Head – Talent Acquisition will own and lead the organization's global recruitment strategy across ANZ, APAC, UK, EMEA, NAM, and LATAM.The role requires a strong combination of global recruitment expertise, strategic thinking, technical hiring knowledge, stakeholder management, team leadership, and operational excellence.The ideal candidate will have significant experience in IT/Technology recruitment, with exposure to IT infrastructure and managed services hiring being highly preferred.

Key Responsibilities

1. Global Talent Acquisition Strategy:● Develop and execute the global Talent Acquisition strategy aligned with business growth andworkforce plans.● Lead recruitment operations across ANZ, APAC, UK, EMEA, NAM, and LATAM.● Develop scalable recruitment frameworks while considering regional talent-market dynamics.● Build proactive talent pipelines for critical, recurring, and future hiring requirements.● Develop strategies for both high-volume and niche/specialist recruitment.● Identify talent-market trends, skill shortages, compensation trends, and competitive hiringpractices.2. IT & Infrastructure Recruitment:Lead and oversee recruitment for a broad range of technology and infrastructure positions. Strongunderstanding of technical skill requirements and the ability to guide recruitment teams on technical screening, sourcing strategies, and candidate evaluation will be highly valued.3. Global Team Leadership● Lead, mentor, coach, and develop regional and global Talent Acquisition teams.● Establish clear recruitment KPIs, productivity standards, and performance objectives.● Build a culture of accountability, collaboration, and continuous improvement.● Ensure effective coordination between recruitment teams across different regions and timezones.● Identify capability gaps and implement training and development initiatives.4. Business & Stakeholder Management:● Partner with senior leadership, business heads, country heads, HR leaders, and hiring managerson workforce requirements.● Understand business objectives, project requirements, client commitments, and hiring priorities.● Provide strategic advice on talent availability, recruitment timelines, compensation expectations,and market conditions.● Establish effective governance around requisitions, approvals, interviews, feedback, offers, andjoining.● Provide regular updates on hiring progress, challenges, risks, and market intelligence.5. Workforce Planning & Recruitment Operations:● Partner with HR and business leadership on annual and quarterly workforce planning.● Develop hiring forecasts based on business growth, new projects, attrition, replacements, andclient requirements.● Standardize global recruitment processes, SOPs, workflows, and governance frameworks.● Improve recruitment turnaround time and candidate experience.● Identify bottlenecks and drive continuous improvement across the recruitment lifecycle.● Promote automation and effective use of recruitment technology.6. Recruitment Analytics & PerformanceEstablish and monitor global recruitment metrics including:● Time-to-Hire / Time-to-Fill● Cost-per-Hire● Source-of-Hire● Offer-to-Join Ratio● Interview-to-Selection Ratio● Recruitment Funnel Conversion● Candidate Dropout Rate● Quality-of-Hire● Recruiter Productivity● Vacancy Aging● Agency Performance● Hiring Forecast vs. ActualsUse data and recruitment analytics to improve hiring efficiency and support senior managementdecision-making.7. Sourcing, Employer Branding & Talent Pipeline:● Develop multi-channel sourcing strategies across international markets.● Maximize the use of LinkedIn Recruiter, job portals, referrals, internal databases, agencies, andprofessional communities.● Build passive talent pipelines for niche technical and leadership positions.● Strengthen employer branding and talent attraction initiatives across global markets.● Develop targeted recruitment campaigns for difficult-to-hire technology skills.● Build relationships with technical communities, universities, professional networks, and industrytalent pools.8. Agency & Vendor Management: ● Manage relationships with recruitment agencies and specialist search partners.● Establish SLAs, quality standards, commercial terms, and performance metrics.● Monitor agency performance based on quality, turnaround time, cost, and joining ratios.● Optimize agency utilization and recruitment costs.● Develop a preferred recruitment partner ecosystem for niche and critical hiring.9. Leadership & Critical Hiring:● Personally oversee senior, leadership, specialist, and business-critical positions.● Build executive and specialist talent pipelines across international markets.● Partner with senior leadership on candidate assessment, market intelligence, compensationbenchmarking, and hiring strategy.● Manage confidential and high-impact recruitment assignments.Required Experience & Qualifications:● Bachelor's degree in Human Resources, Business Administration, Management, or a relateddiscipline.● MBA / Master's degree in HR or a related field will be an advantage.● 12+ years of progressive Talent Acquisition experience, including significant global ormulti-region recruitment exposure.● Demonstrated experience hiring across ANZ, APAC, UK, EMEA, NAM, and LATAM.● Strong experience in IT / Technology recruitment.● Proven experience managing and scaling recruitment teams.● Experience working directly with senior stakeholders and business leadership.● Strong understanding of international talent markets and recruitment practices.● Experience with workforce planning, recruitment analytics, TA strategy, and processimprovement.

Preferred Experience