Pratiti Technologies
Website:
pratititech.com
Job details:
Company Description Pratiti Technologies is a digital product engineering company that builds software products and platforms for global capability centers (GCCs). We're entering an ambitious growth phase that will scale our engineering team several-fold over the coming years — and talent is the single biggest lever in that plan. This role exists to build the engine that delivers it.
The opportunity
We're looking for a leader to own and execute a step-change in how we attract, hire, and deploy talent. You'll design and run an integrated operating model that unifies Talent Acquisition and Resource Management into a single, demand-driven engine — forecasting demand, building the pipeline, hiring at velocity and quality, and deploying people onto projects at high utilization.
This is a build mandate, not a maintenance role. You'll define the system, stand up and scale the team, put the metrics and operating rhythm in place, and own the outcomes end to end. You'll report directly to the CEO and have a dedicated talent analyst supporting you.
What you'll own
- The end-to-end talent supply chain — from demand forecasting and hiring plans (weekly, monthly, annual) through to deployment and utilization.
- Sourcing strategy by competency — proactive pipelines and genuine engagement with hiring managers and customers, not reactive requisition-filling.
- A high-performing TA organization — lead and scale recruitment pods (TA leads + recruiters), building toward multiple pods as we grow.
- Recruiter productivity — re-engineer the hiring process and power it with ATS automation and AI so throughput rises without simply adding headcount.
- Hiring quality — own and continuously sharpen assessment frameworks so quality holds as volume scales.
- Resource management & allocation — match project demand to available talent, optimize utilization, and minimize bench in close partnership with Delivery.
- The operating system — map the value stream, codify SOPs, remove the constraints that cap throughput, and set and hit clear targets (e.g., joinees per recruiter per month, utilization).
- A data-driven operating rhythm — a shared demand–supply dashboard and a regular fulfilment review that keeps hiring and deployment in lockstep.
What you'll bring
Essential
- Proven leadership of a talent acquisition, recruitment, workforce, or comparable operations function at scale — you've run a team and owned outcomes, not just executed.
- A strong analytical and process orientation — you build systems, write SOPs, instrument metrics, and manage by data.
- A track record of scaling high-velocity, high-quality operations, ideally in a fast-growing environment.
- Fluency with automation and AI as levers for productivity.
- Credible senior-stakeholder management — you partner with business and delivery leaders and translate their needs into action.
- Result-orientation and drive — you set ambitious targets and relentlessly clear what stands between the team and them.
- 15+ years of experience, including 5+ in a leadership role.
Preferred
- Experience in IT services or software product engineering.
- Exposure to resource management / PMO / workforce deployment alongside talent acquisition.
- Experience building or transforming a talent function — greenfield or turnaround.
- Familiarity with global delivery or GCC operating models.
On background: Deep talent-acquisition pedigree is valued but not essential. We care more that you've led a comparable function at scale and bring the analytical, process, and leadership horsepower to build this one.
Why this role
- A rare greenfield mandate to design and build the talent engine of a scaling company — with real ownership and CEO-level sponsorship.
- Direct business impact: talent supply is the primary constraint on our growth, and you own it.
- An AI-first environment where you're expected to automate and rethink how hiring and deployment are done.
- The resources and mandate to build the team and the systems the right way.
Click on Apply to know more.
