Own recruitment service delivery outcomes across functions/programs. Manage team leads, capacity planning vs demand, SLA/KPI governance, stakeholder management, and continuous improvement, accountable for delivery risks, compliance adherence, and predictable hiring outcomes.
Talent Acquisition - End to End involves managing the entire recruitment process from start to finish. This includes identifying job needs, sourcing candidates, conducting interviews, and making job offers. The goal is to efficiently fill positions with the best talent. Responsibilities also include onboarding new hires and ensuring a smooth transition into the company. This role is crucial for building a strong and effective workforce.
Assess current and future talent needs, identify mission-critical workforces, understand key workforce skills and competencies, and address talent gaps.
 

What are we looking for? 

Total Years of Experience: 10–14 years of recruiting / talent acquisition experience
Total Years of Role Specific Experience: 6+ years in US staffing / full lifecycle recruiting with people/program management experience
Needs to fit the role requirement but above the standard compensation offered should be referred to delivery/transition lead for decision.
Program/tower delivery ownership & governance
Capacity planning, productivity & SLA/KPI management
People management (leads) & performance governance
Stakeholder management (client/hiring leadership) & executive communication
US hiring/staffing exposure
Risk, compliance & continuous improvement/automation mindset
Must have US staffing experience along with the other mandatory skills.
•Needs to meet the sourcing criteria & within the standard compensation bracket for the role; basic communication skills to be put through for written assessment.
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Roles and Responsibilities: •"• Manage delivery of hiring requests by ensuring alignment on requirements, managing priority changes, and providing structured updates to hiring teams.
• Own hiring outcomes across assigned towers/programs; translate demand to execution plan and delivery cadence. 
• Plan capacity (recruiters/leads) vs volumes; identify gaps and raise recalibration asks with data-driven rationale. 
• Govern SLAs/KPIs (TAT, conversion, quality, compliance); run reviews and drive corrective actions with leads. 
• Manage senior stakeholder expectations; handle escalations and ensure predictable communication and reporting. 
• Drive standardization, process improvements, and automation opportunities; ensure audit readiness and tool hygiene. 
• Own talent-care responsibilities including associate engagement management, assignment oversight, and periodic associate/consultant check-ins once deployed on assignment. 
Work Model & Shifts: WFO; comfortable with US shift coverage as business requires.
• Nearer to the target on skill/knowledge required should be put on hold and considered again depending on the available pipeline to meet hiring targets.