Talent Acquisition Specialist

TALENT ACQUISITION SPECIALIST
Company: CyberFrat Private Limited
Location: Bhandup, Mumbai
Experience: 3–4 years
Employment Type: Full-time
Department: Human Resources
Team Responsibility: Managing 1–2 recruiters
About the Role
CyberFrat Private Limited is looking for a driven and highly articulate Talent Acquisition Specialist to lead end-to-end recruitment across all our brands while managing and mentoring a team of 1–2 recruiters.
The candidate will manage hiring across all levels—from interns, freshers, and junior professionals to mid-level, managerial, and senior leadership positions. This is a hands-on role that combines direct ownership of recruitment mandates with team supervision and close collaboration with business stakeholders.
The ideal candidate will bring exceptional communication skills, proven experience in senior-level hiring, practical expertise across multiple job portals and LinkedIn, and strong proficiency in the Microsoft Office suite.
Key Responsibilities
1. End-to-End Recruitment Across Brands
Own the complete recruitment lifecycle, including requirement gathering, job description development, sourcing, screening, interview coordination, offer negotiation, and joining follow-ups.
Manage hiring across all brands and business functions, including sales, business development, marketing, technology, operations, and support.
Recruit across junior, mid-level, managerial, and senior positions, adapting sourcing and assessment methods to each requirement.
Manage multiple vacancies simultaneously, prioritising mandates according to business needs and agreed timelines.
Maintain direct ownership of assigned roles, particularly senior, niche, and high-priority positions.
2. Recruitment Team Management
Manage and mentor a team of 1–2 recruiters, providing clear direction on hiring priorities and expected outcomes.
Allocate roles and responsibilities based on workload, capability, and business urgency.
Set expectations for sourcing quality, screening standards, candidate engagement, and hiring timelines.
Conduct regular pipeline reviews, identify delays, and help the team resolve recruitment challenges.
Review shortlisted profiles and screening notes before submission to hiring managers.
Coach recruiters on sourcing techniques, job portal usage, LinkedIn outreach, candidate assessment, and professional communication.
Monitor individual and team performance, provide constructive feedback, and ensure accountability for deliverables.
3. Sourcing, Headhunting, and Talent Mapping
Use multiple job portals, including Naukri, Indeed, and other relevant platforms, to post vacancies, search databases, and manage applications.
Use LinkedIn and its recruitment tools for targeted searches, headhunting, professional networking, and passive-candidate engagement.
Apply Boolean search, competitor mapping, referrals, and personalised outreach to identify relevant talent.
Build and maintain candidate pipelines for recurring, specialised, and senior-level requirements.
Support internship and entry-level hiring through colleges, campus networks, and relevant platforms.
Assess sourcing-channel effectiveness and recommend improvements to candidate quality and recruitment efficiency.
4. Candidate Screening and Assessment
Conduct structured screening conversations to assess experience, skills, achievements, communication, motivation, and suitability.
Evaluate candidates against agreed role requirements and clearly distinguish essential qualifications from trainable skills.
Assess leadership capability, team management experience, functional ownership, and business impact for senior positions.
Confirm compensation expectations, notice periods, availability, and interest early in the process.
Present shortlisted candidates with clear assessment summaries and relevant recommendations.
Coordinate interviews, assignments, and assessments with hiring stakeholders.
5. Stakeholder Management
Partner with HR leadership, Brand Leads, Tower Leads, and hiring managers to understand workforce requirements and recruitment priorities.
Align stakeholders on candidate profiles, selection criteria, interview stages, and hiring timelines.
Ensure timely interview scheduling, feedback collection, and hiring decisions.
Share regular progress updates, highlighting challenges, potential delays, and proposed solutions.
Provide market insights on talent availability, compensation expectations, and sourcing feasibility.
6. Offer Management and Joining Conversion
Manage compensation discussions and support negotiations within approved budgets.
Coordinate offer approvals, documentation, and release with the HR team.
Maintain consistent engagement with selected candidates throughout their notice periods.
Identify potential joining risks, address candidate concerns, and maintain suitable backup pipelines.
Coordinate with HR operations to support a smooth transition from offer acceptance to onboarding.
7. Recruitment Reporting and Microsoft Office
Maintain accurate recruitment trackers, candidate databases, and hiring reports using Microsoft Excel and recruitment systems.
Use Excel formulas, lookups, PivotTables, filters, and charts to analyse hiring progress and prepare dashboards.
Prepare job descriptions, candidate summaries, and recruitment documents using Microsoft Word.
Create recruitment review presentations and hiring updates using Microsoft PowerPoint.
Manage correspondence, interview invitations, scheduling, and follow-ups using Microsoft Outlook.
Use Microsoft Teams for virtual interviews and team collaboration.
Track hiring metrics, including time-to-fill, source effectiveness, interview conversions, offer acceptance, and joining ratios.
8. Candidate Experience and Process Improvement
Deliver a professional, responsive, and respectful candidate experience throughout the recruitment process.
Clearly communicate role expectations and represent CyberFrat and its brands effectively.
Maintain confidentiality and accuracy when handling candidate information.
Identify process gaps and introduce practical improvements to recruitment workflows.
Support employer branding through well-written job postings and consistent candidate communication.
Required Skills and Qualifications
3–4 years of hands-on experience in talent acquisition or recruitment, with independent ownership of the complete hiring cycle.
Demonstrated experience hiring across junior, mid-level, and senior positions, including successful senior-level closures.
Prior experience managing or mentoring recruiters, including work allocation, pipeline reviews, and performance feedback.
Exceptional verbal and written communication skills, with the ability to confidently engage senior candidates and business stakeholders.
Hands-on experience with multiple job portals and LinkedIn recruitment tools, beyond posting vacancies or reviewing inbound applications.
Strong working proficiency across the Microsoft Office suite, particularly Excel, Word, PowerPoint, and Outlook, along with familiarity with Microsoft Teams.
Strong headhunting, candidate assessment, negotiation, and relationship-management skills.
Ability to balance personal hiring responsibilities with team management.
Strong organisation, attention to detail, ownership, and consistent follow-through.
Bachelor’s degree in Human Resources, Business Administration, or a related discipline; a postgraduate qualification in HR is preferred.
Preferred Experience
Recruitment experience in a startup, growing organisation, or business operating multiple brands.
Exposure to IT, SaaS, cybersecurity, technology, or B2B hiring.
Experience recruiting for both technical and non-technical positions.
Familiarity with applicant tracking systems, recruitment analytics, and employer branding.
Experience coordinating with recruitment agencies, colleges, and external hiring partners.
Key Success Measures
Timely closure of positions across all levels and brands.
Quality and relevance of shortlisted candidates.
Strong offer acceptance and joining conversion rates.
Effective workload management and consistent delivery by the recruitment team.
Accurate reporting and proactive stakeholder communication.
Positive candidate experience and hiring-manager satisfaction.
Sustainable talent pipelines for upcoming requirements.
Why Join CyberFrat?
This role offers the opportunity to shape recruitment across multiple brands, collaborate closely with business leaders, and develop a small recruitment team. You will gain exposure to diverse hiring mandates while contributing directly to organisational growth and strengthening how CyberFrat attracts and hires talent.

Work arrangement
No