Head of Talent Acquisition

We're looking for an experienced Talent Acquisition leader to take on this next stage. You'll work with a growing team of 6+ people, with headcount and scope set to expand further as business demand develops.
This is a strategic and hands-on role. You'll set the direction for the function and stay close to the workdirectly involved in senior, complex, or business-critical searches. DataArt is a relatively flat organization, and we expect this person to lead through expertise, trust, and sound judgment rather than formal hierarchy.
The role reports functionally to the Chief People Officer, with a local reporting line to the Head of India, and works closely with global Recruitment, Delivery, Sales, and HR leadership.
Responsibilities:
Own recruitment strategy and hiring outcomes for India across technical, delivery, commercial, leadership, and corporate roles.
Set and review recruitment priorities based on business value, urgency, market conditions, and team capacity, and make clear trade-offs between competing demands.
Use recruitment data, funnel analysis, and market intelligence to guide decisions and advise stakeholders on talent availability, compensation, timelines, and risk.
Lead, grow, and retain the India recruitment team, building their skills and credibility as advisers to the business.
Build recruitment practicesand a teamthat can scale and respond effectively as demand shifts.
Partner with HR, Marketing, and PR to ensure employer branding reflects current market trends and hiring priorities.
Contribute to DataArt's global work on recruitment analytics, technology, and AIan area where DataArt has an established track record, including a 2025 Brandon Hall Group Gold Award for advances in learning technology.
Requirements:
8-10+ years of experience in Talent Acquisition, ideally in global IT services, technology consulting, or software engineering.
Several years of experience leading and developing a recruitment team.
Strong knowledge of the Indian technology talent market across job families and seniority levels.
A track record of scaling recruitment teams and processes without losing quality.
Experience managing stakeholders across countries and functions in a global organization.
Strong analytical ability, with the ability to turn recruitment and market data into clear recommendations.
Confidence to form and communicate an independent point of view and challenge assumptions with evidence.
A genuine interest in applying AI to improve recruitment practices.
Clear, internationally accessible English.
Prior exposure to distributed or matrixed reporting structures; experience building recruitment capability in a scaling market.

Experience
8-12 yrs