Crestech Software
Website:
crestechsoftware.com
Job details:
About Crestech
Crestech Software Systems is a specialized software testing and QA services company, headquartered in Noida with delivery centers in Bangalore and California. Founded in 2005, we were the first India-headquartered independent software testing company to be assessed at CMMI Level 3 SVC, and today we're 300+ consultants strong, working with Fortune 500 enterprises and fast-moving startups across test automation, mobile QA transformation, cloud migration testing, and performance & security testing. We've built our reputation the hard way — through 1,600+ delivered projects, proprietary testing methodologies, and a habit of being mistaken for our clients' in-house teams because of how deeply we own outcomes. We've been recognized among India's fastest-growing technology companies, and we're scaling our delivery, our client base, and our talent bar at the same time. That's precisely why this role exists now, not later.
The Role As Manager Talent Acquisition, you will own recruitment end-to-end for Crestech — not as a function that supports the business from the sidelines, but as one that actively shapes how fast and how well we grow. You'll build the team, the process, the tooling, and the standards from the ground up, and lead it as it scales. We're looking for someone who has either led executive search / headhunting themselves, or built and scaled an in-house recruitment function — ideally both. Someone who reads "build from scratch" as an opportunity, not a warning.
What You'll Own • Build the framework: Design and stand up Crestech's recruitment function from the ground up — team structure, sourcing channels, ATS/tooling, interview frameworks, and hiring SLAs — benchmarked against industry-best practice, not just "what we did last time."
• Build the team: Recruit, train, and lead a high-performing recruitment team — define roles, set targets, coach on sourcing craft (including executive search / headhunting techniques for niche and senior technical talent), and build a team that outlasts you.
• Own the outcome: Take direct accountability for every open requisition — from QA/automation engineers to senior technical and leadership hires — including the ones agencies typically get called in for. If it's hard to fill, it's yours to solve.
• Sit at the table: Partner directly with Delivery, Solutions, and business leadership to translate growth plans and client wins into hiring plans — and vice versa, flagging when talent supply should shape business decisions.
• Bring the data: Own hiring metrics that matter — time-to-fill, cost-per-hire, offer-to-join ratio, quality-of-hire, source effectiveness — and build the dashboards and reporting cadence Crestech doesn't have yet.
• Build the brand: Build Crestech's reputation as a destination employer in the QA/testing space — from how we show up on LinkedIn to how a candidate is treated in interview round one.
• Build the ecosystem: Decide where agencies, executive search partners, or referral programs genuinely add value versus where in-house capability should replace them — and manage those relationships accordingly.
What We're Looking For
• Experience: 10+ years in recruitment or talent acquisition, with meaningful exposure to executive search / headhunting — either agency-side or as a search specialist inside an organization.
• Track record: You've either built a recruitment function from scratch, or scaled one through a significant growth phase — and you can talk specifically about what you built, not just what you inherited.
• Domain fluency: Comfortable hiring for technical roles (QA, test automation, engineering) — you don't need to write code, but you need to ask a technical hiring manager smart enough questions that they trust your shortlist.
• People leadership: You've managed a team, or are more than ready to — with the coaching instinct to turn recruiters into consultants, not just req-fillers.
• Data comfort: You run recruitment like a function with numbers, not a black box of "vibes" — comfortable owning dashboards, forecasts, and ROI conversations with leadership.
• Industry context: IT services, software product, or QA/testing industry background strongly preferred — you already speak the language of our hiring managers and candidates.
Why This Role, Why Now
• A real blank canvas: This isn't a caretaker role. You're not maintaining someone's system — you're the one who decides what the system is.
• Range you don't get elsewhere: You'll work across strategy, employer branding, technology (ATS/tooling), teambuilding, stakeholder management, and hands-on search — a genuinely rare breadth for one seat.
• A moving target (on purpose): Crestech is actively scaling across geographies and client accounts. The problems you'll solve in month one will look different from month twelve — the environment won't let you get comfortable, in the best way.
• Direct access and visibility: You'll report into leadership with a direct mandate — not layers of approval slowing down decisions you're accountable for.
• Room to grow into: As the function grows, so does your team, your scope, and your seat at the leadership table — this role is designed to expand with you, not stay static.
Click on Apply to know more.
