Talent Acquisition Specialist

Talent Acquisition Specialist
Location: Gurugram
Function: Human Resources – Talent Acquisition
Reporting To: TA Lead
Experience: 5–8 years
Role Purpose
Own end-to-end hiring for assigned business areas with clear accountability for pipeline quality, speed of closure, stakeholder experience and joining conversion.
This is a hands-on recruitment role requiring strong sourcing capability, business understanding, data discipline and independent ownership from requisition to joining.
Key Responsibilities
End-to-End Hiring
Independently manage hiring across assigned functions and levels.
Understand the business need behind each role and translate it into an effective sourcing strategy.
Build relevant candidate pipelines through direct sourcing, market mapping, referrals, portals and external partners.
Screen and assess candidates for role fit, capability, motivation and compensation alignment.
Coordinate interview processes, drive timely feedback and maintain momentum through closure.
Manage offer negotiation, candidate engagement and pre-joining follow-through.
Maintain backup pipelines for critical and priority roles.
Business & Talent Market Understanding
Build strong understanding of the assigned business, roles, skills and competitor talent landscape.
Track market availability, compensation benchmarks and sourcing challenges.
Share practical market insights with hiring managers to enable realistic and faster hiring decisions.
Proactively identify future talent pools rather than sourcing only against open positions.
Stakeholder Management
Partner closely with hiring managers and business leaders on role clarity, hiring priorities and timelines.
Drive stakeholders for timely interviews, feedback and decisions.
Flag ageing positions, pipeline gaps or compensation constraints early.
Maintain clear and transparent communication throughout the hiring lifecycle.
Metrics & Recruitment Discipline
Own and track key hiring metrics including:
Open vs Closed Positions
Time to Fill / Hiring SLA
Position Ageing
Pipeline Coverage
Interview-to-Offer Ratio
Offer Acceptance
Offer-to-Join Conversion
Source Effectiveness
Candidate Drop-offs
Hiring Plan vs Actual
Ensure all recruitment data is current, accurate and review-ready.
Ownership & Agility
Work independently with minimal follow-up.
Take complete ownership until the candidate joins.
Respond quickly to changing business priorities.
Anticipate hiring risks and act before they become escalations.
Maintain high follow-through and accountability on commitments.
Continuously improve sourcing effectiveness and recruitment execution.
What We’re Looking For
Strong hands-on experience in end-to-end recruitment.
Proven ability to independently close roles within defined timelines.
Strong direct sourcing, market mapping and candidate assessment capability.
Good business and industry understanding.
Strong stakeholder management and influencing skills.
Comfortable working with hiring metrics, dashboards and Excel.
Strong negotiation and candidate engagement capability.
High ownership, urgency and execution discipline.
Proactive, agile and comfortable handling multiple mandates simultaneously.

Work arrangement
No