Talent Acquisition Manager

This role is for one of Weekday’s clients Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA)

Min Experience: 10+ years Location: Remote (India) JobType: full-time

We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.

This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”

Requirements

Key Responsibilities

A. Talent Acquisition Strategy & Leadership

- Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning. - Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms. - Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.

B. Technology + Business Hiring

Lead hiring across specialized and diverse roles including:

- Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering - Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations - Leadership roles across functions

C. Build Scalable Hiring Processes

- Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems. - Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes. - Implement predictable hiring mechanisms that scale with organizational growth.

D. Workforce & Talent Planning

- Partner with business teams to understand future capability needs. - Build proactive talent pipelines for niche, critical, and high-impact roles. - Conduct quarterly workforce planning and hiring capacity analysis.

E. Talent Intelligence & Market Mapping

- Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies. - Build talent intelligence reports for leadership decision-making.

F. Solve Hiring Bottlenecks

Identify and resolve bottlenecks across:

- Sourcing channels - Interview readiness - Panel bandwidth - Decision cycles - Compensation alignment - Offer conversions - Notice periods - Internal processes and documentation gaps

G. Build & Lead TA Teams

- Hire, mentor, and lead a high-performing Talent Acquisition team. - Define ownership, specialization, KPIs, and execution culture. - Drive accountability, speed, and quality across the hiring lifecycle.

H. Data-Driven Recruitment

Use hiring data to improve:

- Time-to-Hire - Quality-of-Hire - Offer-to-Join Ratio - Source Effectiveness - Cost-of-Hire - Hiring Manager Experience - Process predictability and SLA adherence

3. Required Skills & Experience

- 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role. - Experience scaling hiring in high-growth product/technology organizations. - Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product). - Proven ability to build recruitment processes, frameworks, and TA teams. - Strong stakeholder management and communication skills. - Ability to operate in fast-paced, ambiguous, high-accountability environments. - Experience with hiring dashboards, ATS systems, and recruitment analytics.

4. Competencies

- Strategic Thinking - Execution Excellence - Stakeholder Management - Problem Solving & Decision Making - Talent Intelligence - Process Design & Optimization - Leadership & Team Building - Data-Driven Mindset - High Ownership & Accountability

5. What Success Looks Like

- Predictable, scalable hiring processes - Reduced Time-to-Hire and improved Quality-of-Hire - Strong talent pipelines for critical roles - High hiring manager satisfaction - Clear documentation, SLAs, and audit-ready processes - A high-performing TA team with strong execution culture - TA functioning as a business partner, not a support function

Must-have skills

Strategic Sourcing, Strategic Hiring

Good-to-have skills

Hiring, Recruiter