Ahvi Infotech
Website:
ahviinfotech.com
Job details:
Job Description – Lead Recruiter (6–8 Years of Experience)
- Job Title: Lead Recruiter
- Experience: 6–8 Years
- Department: Talent Acquisition / Human Resources
- Employment Type: Full-Time
Job Summary
We are seeking an experienced and results-oriented Lead Recruiter with 6–8 years of proven experience in Talent Acquisition and Recruitment. The ideal candidate will be responsible for leading the end-to-end recruitment function, driving hiring strategies, mentoring recruitment teams, and partnering with business leaders to meet organizational talent requirements. This role requires expertise in stakeholder management, strategic sourcing, recruitment analytics, and process optimization while ensuring the delivery of high-quality talent within defined timelines.
Roles and Responsibilities
Strategic Talent Acquisition
- Lead and manage the end-to-end recruitment lifecycle, from workforce planning and requisition intake to candidate onboarding.
- Develop and execute recruitment strategies aligned with business objectives and workforce planning initiatives.
- Collaborate with business leaders and hiring managers to understand current and future hiring needs.
- Drive recruitment planning to ensure timely fulfillment of critical and high-priority positions.
Leadership and Team Management
- Lead, mentor, and coach a team of recruiters, providing guidance on sourcing strategies, candidate engagement, and recruitment best practices.
- Monitor individual and team performance against recruitment KPIs and hiring targets.
- Conduct regular performance reviews, provide constructive feedback, and identify training and development opportunities.
- Foster a collaborative, high-performance, and results-driven recruitment culture.
Talent Sourcing and Pipeline Development
- Design and implement innovative sourcing strategies using LinkedIn Recruiter, job portals, social media, networking, referrals, and talent communities.
- Utilize advanced Boolean search techniques, talent mapping, and market intelligence to identify high-quality candidates.
- Build and maintain robust talent pipelines for niche, leadership, and business-critical roles.
- Drive proactive sourcing initiatives to reduce dependency on traditional recruitment channels.
Stakeholder Management
- Serve as a trusted recruitment advisor to hiring managers and business leaders.
- Conduct hiring strategy meetings to define recruitment plans, timelines, and candidate expectations.
- Provide regular hiring updates, market insights, and recruitment analytics to stakeholders.
- Manage stakeholder expectations and ensure effective communication throughout the recruitment process.
Candidate Assessment and Selection
- Review and evaluate candidate profiles to ensure alignment with job requirements and organizational culture.
- Conduct competency-based interviews and assess candidates for technical, behavioral, and cultural fit.
- Support hiring managers during interview panels and final selection decisions.
- Ensure a fair, consistent, and structured interview process.
Offer Management and Candidate Engagement
- Lead salary negotiations and compensation discussions in accordance with organizational guidelines.
- Manage the offer approval and release process.
- Develop candidate engagement strategies to enhance the candidate experience and reduce offer declines.
- Maintain communication with selected candidates through onboarding to ensure successful joining.
Recruitment Operations
- Ensure accurate maintenance of recruitment data within the Applicant Tracking System (ATS).
- Monitor recruitment workflows and ensure adherence to established recruitment processes and service-level agreements (SLAs).
- Oversee background verification, documentation, and onboarding coordination.
- Ensure compliance with company policies and employment regulations.
Recruitment Analytics and Reporting
- Track and analyze recruitment metrics to evaluate team performance and hiring effectiveness.
- Prepare and present recruitment dashboards and management reports.
- Monitor key metrics, including:
- Time-to-Fill
- Time-to-Hire
- Submission-to-Interview Ratio
- Interview-to-Offer Ratio
- Offer Acceptance Rate
- Joining Ratio
- Recruiter Productivity
- Cost-per-Hire
- Source Effectiveness
- Utilize recruitment data to recommend process improvements and strategic hiring decisions.
Process Improvement and Employer Branding
- Identify opportunities to improve recruitment processes, workflows, and candidate experience.
- Develop and implement recruitment best practices and standard operating procedures (SOPs).
- Support employer branding initiatives through recruitment campaigns, social media, job fairs, and industry events.
- Enhance the organization's talent acquisition capabilities through continuous improvement initiatives.
Compliance and Governance
- Ensure all recruitment activities comply with organizational policies, legal requirements, and ethical hiring standards.
- Maintain confidentiality of candidate and organizational information.
- Ensure accurate documentation and audit readiness for all recruitment activities.
Market Intelligence
- Stay informed about industry hiring trends, salary benchmarks, talent availability, and competitor hiring practices.
- Conduct talent mapping for strategic and future hiring initiatives.
- Advise business leaders on market conditions and recruitment strategies.
Required Skills & Qualifications
Educational Qualification
- Bachelor's degree in human resources, Business Administration, Management, or a related field.
- MBA/PGDM in Human Resources or a related discipline is preferred.
Experience
- 6–8 years of progressive experience in Talent Acquisition or Recruitment.
- Proven experience in leading recruitment teams and managing high-volume and niche hiring.
- Experience in IT, Non-IT, Engineering, Healthcare, BFSI, or Professional Services recruitment.
- Exposure to domestic and international recruitment is preferred.
- Experience working with permanent, contract, and contingent workforce hiring.
Technical Skills
- End-to-End Talent Acquisition
- Recruitment Strategy and Workforce Planning
- Team Leadership and Mentoring
- Advanced Candidate Sourcing
- Boolean Search Techniques
- Talent Mapping
- Stakeholder Management
- Candidate Assessment and Interviewing
- Offer Negotiation
- Employer Branding
- Recruitment Analytics and Reporting
- Applicant Tracking Systems (ATS)
- LinkedIn Recruiter
- CEIPAL, Bullhorn, JobDiva, Greenhouse, Lever, Workday (preferred)
- Microsoft Excel, PowerPoint, and Google Workspace
Core Competencies
- Leadership and Team Management
- Strategic Thinking
- Excellent Communication and Presentation Skills
- Relationship Building
- Negotiation and Influencing Skills
- Decision-Making and Problem Solving
- Analytical and Data-Driven Approach
- Time Management and Prioritization
- High Attention to Detail
- Adaptability and Change Management
- Professionalism and Integrity
- Customer and Candidate-Centric Mindset
Key Performance Indicators (KPIs)
- Achievement of hiring targets and workforce plans.
- Time-to-Fill and Time-to-Hire.
- Quality of Hire.
- Offer Acceptance and Joining Ratios.
- Recruiter and Team Productivity.
- Stakeholder and Candidate Satisfaction.
- Recruitment SLA Compliance.
- Cost-per-Hire.
- Source Effectiveness.
- Recruitment Process Improvement Initiatives.
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