Senior Talent Acquisition Manager (Data & Analytics)

About Client - One of the Largest Multibrand Fashion Outlet in India and Middle East. They have equally strong presence in Offline and Online commerce
PS - This is an IC Role (It will be a Team Management Role in 6-9 months based in Individual's performance)
We are looking for a highly experienced Talent Acquisition professional with approximately 12–13 years of overall TA/recruitment experience, including 3–4 years of demonstrated people-management experience. While the current role is an individual contributor position, prior experience of managing recruiters or a TA team is important because the role requires a high degree of maturity, ownership, stakeholder management and the ability to mentor other recruiters when required.
This is a high-ownership, high-volume and stakeholder-intensive recruitment role supporting the Data & Analytics and customer organisation. The person will be expected to independently manage the complete recruitment lifecycle for a large portfolio of specialist and often niche technology and analytics positions.
What we are looking for
We need someone who can operate with a high degree of independence. This should not be a profile that requires constant direction, follow-ups or escalation to senior TA leadership.
The ideal candidate should be able to:
Independently own and close multiple positions simultaneously.
Understand complex Data, Analytics and Technology roles rather than simply work on keyword-based recruitment.
Build and maintain strong talent pipelines for niche and difficult-to-hire skill sets.
Challenge hiring managers intelligently when requirements are unrealistic or the market does not support them.
Understand talent availability, compensation trends, notice periods, skill premiums and competitive hiring dynamics in the relevant market.
Provide meaningful market intelligence and talent insights to business stakeholders.
Manage stakeholders who have high expectations and pressing hiring requirements.
Prioritise effectively when multiple CXO/HOD-level requirements are competing for attention.
Maintain urgency without compromising on candidate quality.
Drive the recruitment process end-to-end—from requirement understanding and sourcing strategy through screening, interview coordination, offer management and closure.
Proactively identify bottlenecks and resolve them rather than waiting for instructions.
Maintain strong candidate experience even under high-pressure hiring conditions.
Work effectively across Dubai and Bangalore stakeholders and understand the nuances of a geographically distributed organisation.
Mentor and guide other recruiters on difficult positions, sourcing strategies, stakeholder handling and closure techniques whenever required.

Work arrangement
No