Lead - Talent Acquisition

Zinnov's Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end—from Design & Discovery to Build, Scale, and Run.

In GE, you don't work in silos. You:

• Own complex, end-to-end client journeys

• Work across GCC advisory, managed services, and BOT / outsourcing models

• Influence leadership decisions that shape long-term talent and operating strategies

This is where strategy meets execution—and where talent plays a defining role.

As Lead - Talent Acquisition, you'll play a critical role in building world-class engineering teams for global organizations. This role goes beyond filling positions—it's about driving talent strategy, building strong technical pipelines, and acting as a trusted advisor to engineering leaders throughout the hiring lifecycle.

You will leverage advanced sourcing techniques, market intelligence, recruiting analytics, and strong stakeholder partnerships to attract, engage, and hire top technical talent across Software Engineering, Frontend, Backend, DevOps, Infrastructure, Data Engineering, and other niche technology domains.

• Develop robust pipelines of active and passive technical talent using advanced sourcing techniques including Boolean search, LinkedIn Recruiter, GitHub, Stack Overflow, professional communities, and talent networks.

• Build proactive talent maps for critical engineering skill sets and maintain high-quality candidate pipelines for current and future hiring needs.

• Leverage AI-powered sourcing tools and modern recruiting technologies to improve sourcing effectiveness and recruiter productivity.

• Own the complete recruitment lifecycle—from sourcing and screening through interview coordination, technical assessments, candidate engagement, offer negotiations, and onboarding.

• Evaluate technical candidates through structured screening and partner closely with interview panels to ensure high-quality hiring decisions.

• Deliver an exceptional candidate experience through timely communication, transparency, and effective relationship management.

• Partner closely with Hiring Managers, Engineering Leaders, HR Business Partners, and business stakeholders to understand hiring priorities and define ideal candidate profiles.

• Act as a trusted talent advisor by providing market intelligence, hiring trends, competitor insights, and recommendations on recruiting strategies.

• Drive alignment on hiring plans, recruitment timelines, and hiring expectations with cross-functional stakeholders.

• Prepare and maintain recruiting dashboards, hiring reports, and pipeline analytics for leadership reviews.

• Track key recruitment metrics including pipeline health, conversion rates, time-to-fill, and offer acceptance rates to identify opportunities for continuous improvement.

• Lead regular hiring review meetings and provide structured weekly hiring updates on pipeline status, hiring challenges, and offer progress.

• Bachelor's degree required; Master's degree or MBA in HR or related disciplines preferred.

• Minimum 7–8 years of recruitment experience with at least 4–5 years dedicated to technical hiring.

• Proven experience hiring for Software Engineers, Backend Engineers, Frontend Engineers, DevOps Engineers, Infrastructure Engineers, Data Engineers, QA Engineers, and other specialized technology roles.

• Experience working in fast-paced, high-growth organizations managing multiple technical requisitions simultaneously.

• Strong understanding of modern Applicant Tracking Systems (ATS) such as iCIMS, Workday, Lever, along with LinkedIn Recruiter.

• Demonstrated success using recruiting metrics and analytics to improve hiring outcomes and influence business decisions.

• Advanced technical sourcing expertise across multiple channels and platforms.

• Strong understanding of modern technology stacks and engineering hiring landscapes.

• Excellent stakeholder management and consultative partnering skills.

• Strong negotiation, influencing, and offer-closing capabilities.

• High attention to detail with strong reporting and data analysis skills.

• Excellent verbal and written communication skills.

• Familiarity with AI tools and platforms to enhance sourcing strategies, candidate engagement, and recruiting operations.

• Ability to thrive in fast-paced, high-growth environments while managing multiple hiring priorities.

• Technical Hiring Delivery & Quality of Hire

• Strategic Technical Sourcing & Talent Pipeline Development

• Stakeholder & Engineering Leadership Partnership

• Recruitment Analytics & Hiring Funnel Optimization

• Candidate Experience & Offer Conversion

• Recruitment Process Excellence & Operational Efficiency

• Hiring Manager Satisfaction & Business Impact