Talent Acquisition Manager
Published date: 2026/11/06
- Location: Delhi, Delhi, India
Roles & Responsibilities:
'• Ensure that all recruitment processes and systems are implemented smoothly in order to facilitate hiring at the bank.
• Drive talent acquisition channel strategy, focusing on low-cost hiring channels and lowering average cost per hire.
• Deliver end to end recruitment services for the vertical within the stipulated aggressive timelines and build the talent pipeline for the business to achieve the hiring targets for the LOB within the standard timelines at optimal price points
• Ensure that defined SLAs, TAT are met.
• Participate in the channel strategy for hiring talent, thereby optimising low-cost hiring channels and driving down the average cost per hire.
• Extensive use of social and professional networking sites to identify potential candidates.
• Establish and help create a brand value to attract a talent pool from the market.
• Prioritizing and balancing the recruitment needs as per business criticality.
• Communicate progress on assigned job vacancies on a regular basis and offer advice on the action plan to close the position within the given SLAs.
• Keep recruitment budgets and overall resourcing costs in control.
• Manage the key ratios of TAT, joining ratio, IJP movement, cost per hire, and infant attrition.
• Continuously derive insights from candidate feedback to design improvements or processes as relevant, with the sponsorship of line and HR leaders.
Key Success Metrics:
'Time to hire; Quality of hire; Talent Diversity; Process excellence; Stakeholder feedback and Cost per hire
'• Ensure that all recruitment processes and systems are implemented smoothly in order to facilitate hiring at the bank.
• Drive talent acquisition channel strategy, focusing on low-cost hiring channels and lowering average cost per hire.
• Deliver end to end recruitment services for the vertical within the stipulated aggressive timelines and build the talent pipeline for the business to achieve the hiring targets for the LOB within the standard timelines at optimal price points
• Ensure that defined SLAs, TAT are met.
• Participate in the channel strategy for hiring talent, thereby optimising low-cost hiring channels and driving down the average cost per hire.
• Extensive use of social and professional networking sites to identify potential candidates.
• Establish and help create a brand value to attract a talent pool from the market.
• Prioritizing and balancing the recruitment needs as per business criticality.
• Communicate progress on assigned job vacancies on a regular basis and offer advice on the action plan to close the position within the given SLAs.
• Keep recruitment budgets and overall resourcing costs in control.
• Manage the key ratios of TAT, joining ratio, IJP movement, cost per hire, and infant attrition.
• Continuously derive insights from candidate feedback to design improvements or processes as relevant, with the sponsorship of line and HR leaders.
Key Success Metrics:
'Time to hire; Quality of hire; Talent Diversity; Process excellence; Stakeholder feedback and Cost per hire
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