Assistant Manager – Talent Acquisition

Job DescriptionAssistant Manager – Talent Acquisition – Trainer HiringPosition
Assistant Manager – Talent Acquisition
Function
Human Resources – Talent Acquisition
Role Focus
Hiring of Trainers | First-Round Interview | Talent Pipeline Management
Job Summary
We are looking for an Assistant Manager – Talent Acquisition responsible for end-to-end talent acquisition activities, with a strong focus on hiring Trainers, Training Facilitators and other Training & Development professionals.
The role will primarily own candidate sourcing, screening and first-round interviews, ensuring that candidates moving to the functional/business round meet the required experience, communication, behavioural and role-fit criteria.
Key Responsibilities1. Trainer Hiring
Understand trainer manpower requirements from business/project stakeholders.
Source candidates through LinkedIn, Naukri, employee referrals, job portals, social media and other relevant channels.
Build and maintain an active pipeline of trainers across locations and business requirements.
Hire candidates with relevant experience in Sales Training, Product Training, Process Training, Retail Training, Telecom, FMCG, BFSI, IT/ITES or other relevant domains, as applicable.
Maintain a ready talent pool for immediate and future trainer requirements.
2. First-Round Interview – Primary Responsibility
Conduct the first round of interview for Trainer candidates and assess:
Overall experience and relevant trainer experience.
Training/facilitation exposure.
Communication and articulation skills.
Presentation and confidence.
Sales/product/process knowledge, wherever relevant.
Understanding of adult learning and learner engagement.
Ability to handle difficult learners and classroom situations.
Field/store travel and mobility readiness.
Location and relocation flexibility.
Stability and reasons for job changes.
Notice period and joining availability.
Current and expected compensation.
Overall behavioural and cultural fit.
Based on the assessment, shortlist suitable candidates for the next functional/business interview round.
3. Candidate Evaluation
Use a structured interview framework and evaluation sheet.
Document interview observations and recommendation clearly.
Identify candidate strengths, gaps and potential risks.
Ensure consistent assessment standards across trainer hiring.
Coordinate with business/functional interviewers for shortlisted candidates.
4. Recruitment Coordination
Coordinate interview schedules with candidates, Training Leads, Business Managers and other stakeholders.
Follow up on interview feedback and ensure timely closure.
Manage candidate communication throughout the hiring process.
Coordinate documentation, reference checks and pre-joining formalities as required.
Track offer acceptance, joining status and candidate drop-offs.
5. Recruitment MIS & Reporting
Maintain an updated Trainer Hiring Tracker covering:
Monitor recruitment TAT and highlight delays.
Prepare regular hiring reports and pipeline updates for management.
6. Stakeholder Management
Work closely with Training & Development, Business/Operations, Program Managers and HR teams.
Understand project-specific trainer requirements and convert them into clear recruitment criteria.
Ensure candidate expectations are aligned with actual job requirements before selection.
Support hiring managers with market insights and candidate availability.
Key Performance Indicators (KPIs)
Trainer positions closed within agreed TAT.
Quality of candidates shortlisted for functional rounds.
First-round interview-to-functional-round conversion.
Selection-to-offer conversion.
Offer-to-joining ratio.
Candidate drop-out rate.
Quality and availability of trainer talent pipeline.
Recruitment MIS accuracy and timely reporting.
Stakeholder satisfaction.
Candidate Profile
Experience:
2–5 years of experience in Talent Acquisition/Recruitment.
Experience in hiring trainer, facilitator, sales trainer or L&D hiring will be preferred.
Exposure to volume hiring and multi-location recruitment is an advantage.
Skills:
Strong interviewing and candidate assessment skills.
Excellent verbal and written communication.
Strong understanding of recruitment processes.
Ability to assess communication and facilitation capability.
Stakeholder management skills.
Good negotiation and candidate engagement skills.
Strong follow-up and coordination skills.
Ability to work with recruitment MIS and trackers.
Educational Qualification
MBA/PGDM in HR / Human Resources or equivalent qualification preferred.
Key Competencies
Interviewing & Assessment
Talent Sourcing
Stakeholder Management
Communication
Candidate Engagement
Recruitment Planning
Negotiation
Decision Making
Data & MIS Management
Ownership & Execution
Role Outcome
The Assistant Manager – Talent Acquisition will act as the first talent gatekeeper for Trainer hiring, ensuring that only candidates who meet the defined experience, communication, behavioural, mobility and role-fit criteria proceed to the functional/business interview round.

Work arrangement
No