Senior Talent Acquisition Specialist

• *1\. Role Objective**

The primary responsibility of the Talent Acquisition Executive is **end\-to\-end hiring**. The role is fully focused on sourcing, screening, coordinating, and closing open positions within defined timelines to support business operations.

• *2\. Scope of Work (Role Clarity)**

Your role is strictly limited to **hiring activities only**. **Key Responsibilities:**

• Understand manpower requirements shared by management or department heads.
• Source candidates through job portals, social media, referrals, and other relevant channels.
• Screen resumes and shortlist suitable candidates as per job requirements.
• Conduct initial telephonic or virtual screening interviews.
• Coordinate and schedule interviews with hiring managers.
• Follow up with candidates and internal stakeholders to ensure smooth hiring flow.
• Maintain hiring trackers and share regular hiring status updates with HR/management.
• Build and maintain a talent pipeline for future requirements.**3\. Key Result Areas (KRAs)**

• *KRA 1: Timely Closure of Positions**

• Close each approved position **within 30 days** from the date of requirement being shared.
• Schedule a minimum of 15 interviews for each position. (Monthly Count).**KRA 2: Quality of Hire**
• Ensure candidates meet role expectations, skill requirements, and cultural fit. **KRA 3: Hiring Pipeline Management**
• Maintain an active candidate pipeline for ongoing and upcoming requirements. **KRA 4: Internal Coordination**
• Maintain clear and timely communication with hiring managers and HR regarding hiring status.

• *4\. Key Performance Indicators (KPIs)**

• *KPI**

Time to Close Positions

Number of Positions Closed Interview\-to\-Offer Ratio

Offer Acceptance Rate Hiring Process Adherence Reporting \& Updates

• *5\. Performance Expectations**

• *Measurement Criteria**

All positions to be closed within 30 days As per monthly hiring targets

Efficient shortlisting and screening

Higher acceptance percentage Following internal hiring and timelines

Regular and accurate hiring status reports

• Consistent achievement of hiring timelines.
• Proactive sourcing without dependency delays.
• Strong follow\-ups with candidates.
• Professional communication and documentation.**6\. Review \& Evaluation**Performance will be reviewed periodically based on the above KRAs and KPIs. Consistent failure to close positions within the stipulated timeline may impact performance evaluations.

Work Location: In person