Talent Acquisition Manager

Key Responsibilities-
• Build working relationships with business stakeholders, TA leadership and key HR contacts on the account, and across
the wider Taggd business.
• Act as the single point of contact for all recruitment, sourcing and strategy matters raised with the RPO team.
• Hold a weekly, monthly and quarterly review rhythm with the hiring manager community and senior business
stakeholders, covering pipeline health, SLA status and open escalations.
Job Description - Manager – Talent Solutions
• Seek stakeholder feedback actively and close out every item with a documented action.
• Communicate process changes, new initiatives and additional service offerings to stakeholders as they are introduced.
Delivery and Operations
• Deliver the agreed annual hiring plan, tracked as a monthly fulfilment percentage against plan.
• Hold time-to-fill within the contracted SLA for each role band and review every ageing requisition in the weekly account review.
• Review team, recruiting numbers and SLA performance on a set cadence, and act on any measure falling below
benchmark.
• Maintain offer-to-join conversion at 85% or above through structured candidate engagement from offer release to date
of joining.
• Ensure governance and compliance across policy, process and procedure, with zero audit exceptions on the account.
Sourcing and Talent Pipeline
• Lead hands-on sourcing for critical and niche mandates; head-hunt for roles that portals cannot fill.
• Gain a working understanding of the assigned business — structure, nature of work and challenges faced — so that
sourcing strategy is built against anticipated demand rather than live vacancies alone.
• Build and maintain ready pipelines of active and passive candidates for repeat-demand and hard-to-fill roles.
• Engage specialised, high-skilled and difficult-to-attract talent through professional networks, portals and direct
approach.
Market Intelligence and Reporting
• Analyse recruitment trends, results and insights — business unit, client and external market — and share them with
the client and Taggd peers to shape future hiring activity.
• Share market intelligence — talent availability, compensation trends, competitor movement — in every monthly
review.
People Management
• Create KPIs for every team member on the HRMS and manage performance against them through the year.
• Plan and track training so the team is set up to deliver against its targets.
• Run structured engagement connects and build a documented career path for each team member
Candidate Profile-
This role suits someone who has already run a recruitment team against a hiring plan, not someone stepping into team
management for the first time. The successful candidate will:
• Bring 8+ years in search or RPO delivery, including experience leading a team of 10+ recruiters. Candidates who have
not managed at this scale will not be considered.
• Have hired at volume in manufacturing, automobile, auto component, heavy machinery, OEM or electric vehicle
businesses, and know where the talent sits and what it costs. This sector exposure is a requirement of the role, not a
preference.
• Still source personally on the mandates that matter, through head-hunting, Boolean and advanced search, portals and
professional networks.
• Hold their own with business heads and senior HR stakeholders, and hold a consultative hiring conversation rather
than take an order.
• Communicate with authority in writing and in the room.
• Work to a target and carry a delivery orientation into the team.
• Be fluent with ATS and database management, and advanced in MS Office.
• Be a graduate in any discipline; a postgraduate qualification or an MBA or PGDM in Human Resources is preferred.
• Source with AI-driven search and AI-enabled tools — CV matching, Gen AI Boolean strings and adverts, automated
outreach — and measure what each one actually yields.
• Run the weekly delivery dashboard and the monthly account MIS, and act on what the numbers show rather than only
reporting them.
• Build recruiter capability — find the skill gaps across the team, coach against them, and add capability where the plan
needs it.

Work arrangement
No