Bajaj Capital Ltd
Website:
bajajcapital.com
Job details:
Designation: Talent Mapping Manager.
Why this role exists
This role exists to build an always-on external talent intelligence engine for the company. The Talent Mapping Manager should not wait for open requisitions to appear and then start hunting. The role must continuously map high-value talent pools, identify movement patterns across relevant competitors, build warm passive candidate pipelines, and give business leaders an early advantage in critical hiring.
Role mission
Create an institutional capability for competitor talent mapping and passive candidate engagement so that the company is never starting from zero on important roles.
12-month success outcomes
· Create structured talent maps for all priority functions and benchmark competitors within the first 90 days.
· Build ready passive pipelines for critical and recurring roles, with at least 3–5 pre-qualified prospects per role family.
· Reduce dependence on agencies for mapped roles by improving internal readiness and market visibility.
· Publish monthly talent intelligence dashboards covering talent availability, movement trends, compensation ranges, and competitor hiring activity.
· Establish a disciplined cadence of passive outreach and relationship nurturing so mapped talent remains warm rather than ornamental.
Key responsibilities
Strategic responsibilities
· Develop the annual talent mapping agenda across leadership-approved role clusters, geographies, and competitor sets.
· Identify talent hotspots, succession pools, flight-risk zones, and capability clusters in the market.
· Translate raw market data into actionable hiring intelligence for HR leadership and business stakeholders.
· Partner with TA leadership to prioritise roles that require proactive market coverage versus reactive sourcing.
Talent mapping and market intelligence
· Map organisations, reporting structures, role hierarchies, and likely successor benches across target companies.
· Track talent movement, tenure patterns, role inflation, and likely availability windows in mapped sectors.
· Maintain clean, searchable, decision-ready databases of passive talent with segmentation by capability, seniority, readiness, aspiration, and cultural fit.
· Benchmark compensation trends, title equivalence, and competitor hiring posture by function.
Passive pipeline creation
· Build and refresh ready-now, near-ready, and watchlist pipelines for critical roles.
· Create talent pools by role family, geography, domain, and compensation bracket.
· Flag scarce and business-critical profiles where early engagement is commercially valuable.
Proactive outreach and relationship building
· Run first-touch outreach through LinkedIn, phone, referrals, alumni circles, and industry networks.
· Build professional credibility with passive candidates and convert cold names into warm relationships.
· Maintain periodic engagement with high-potential professionals for future roles rather than transactional outreach.
Reporting and governance
· Publish dashboards on mapping progress, candidate pool strength, competitor movement, and pipeline readiness.
· Track conversion from mapped talent to engaged talent to interviewable talent to eventual joins.
· Ensure data hygiene, confidentiality, and disciplined documentation of all mapped intelligence.
Key stakeholder interactions
· Work closely with Talent Acquisition, Business HR, CHRO office, and selected business leaders.
· Support hiring managers with market availability reality checks before searches begin.
· Coordinate with external search firms only where specialist access is truly needed.
Ideal candidate profile
· 5–10 years of experience in talent mapping, research-led sourcing, executive search, or strategic recruitment.
· Strong exposure to passive hiring, competitor intelligence, and cold outreach.
· Comfort with ambiguity and persistence in building relationships without immediate requisition closure pressure.
· High market curiosity and the ability to connect seemingly scattered talent signals into a usable picture.
Profile for success
· Age / stage preference: Preferably an early-to-mid career high-potential professional, typically in the 28-35 age band, energetic enough for relentless market mapping and mature enough to handle senior passive talent with polish.
· Preferred company background: Top MNC search firms, global in-house talent intelligence teams, or high-quality executive search / research environments. Strong fit from firms known for structured research, leadership hiring, or talent advisory rigour.
· Communication standard: Must write crisply, speak with confidence, and sound credible with senior candidates. This role requires persuasive outreach without sounding like a call-centre script wearing a blazer.
· Education pedigree preferred: MBA / PGDM from a reputed institute preferred, especially with exposure to HR, business, or market research. Strong graduates from top-tier colleges with outstanding search track records can also fit.
· Psychometric evaluation preferred: High Extraversion, high Conscientiousness, high Learning Agility, medium-to-high Assertiveness, and low-to-moderate Emotional Volatility. A curiosity and influence-oriented assessment is useful.
· What good looks like: Research-led, commercially sharp, well-networked, naturally persistent, and able to turn cold market information into warm future hiring advantage.
Education
· MBA / PGDM in HR, Marketing, Business Management, or related discipline preferred.
· Bachelor’s degree in any discipline required.
· Exposure to talent strategy, market research, or analytics is advantageous.
Preferred certifications
· LinkedIn Recruiter / talent sourcing certifications preferred.
· Market intelligence / research certifications desirable.
· Exposure to HR analytics or talent insight tools is beneficial.
Tools and digital environment
LinkedIn Recruiter, Excel / Sheets, ATS / CRM tools, talent intelligence platforms, Boolean sourcing methods, basic dashboarding tools.
AI readiness expectation
Use AI tools for structured research summarization, outreach drafting, talent segmentation, and trend synthesis, with human judgement retained on fitment and confidentiality.
Behavioural traits that matter
· High networking ability, persistence, curiosity, strong follow-through, commercial maturity, and credible communication.
Leadership note
This role should be hired for research depth, networking instinct, and persistence. A purely process-led recruiter will look busy here and still produce nothing useful.
Salary- ( 15 LPA- 20 LPA)
Location- Gurugarm
Interested Candidate Can mail there resume to
Gaurav.Singh@bajajcapital.com
Regards
Gaurav Singh
Click on Apply to know more.