Top Talent Acquisition Jobs in Bangalore

Leads end-to-end US technology recruiting across North America, partnering with hiring managers and business leaders on hiring strategies, talent market intelligence, sourcing, assessment, offers, and onboarding. Builds pipelines for specialized technology roles, manages multiple requisitions, tracks recruiting metrics, identifies process improvements, and delivers strong candidate and stakeholder experiences.

Lead strategic full-cycle recruiting across Engineering, Product, and Commercial functions in a high-growth technology environment. Partner with leaders to forecast talent needs, define roles, improve hiring quality, design interview frameworks, coach interviewers, build passive candidate communities, develop creative sourcing strategies, and use market intelligence and ATS analytics to strengthen recruitment outcomes.

Leads talent acquisition strategy and recruiting operations for the India market. Supervises recruiting professionals, establishes staffing goals and processes, analyzes talent acquisition metrics, partners with business leaders, and ensures hiring effectiveness, compliance, and team performance. The role also develops talent pipelines, coaches employees, supports workforce assessments, and presents recruiting insights to senior management.

Lead and manage end-to-end volume hiring for multiple healthcare verticals, drive campus and off-campus recruiting, develop TA strategies and hiring plans, manage and coach entry-level recruiters, ensure SLA/TAT compliance, stakeholder alignment, employer branding, candidate experience, and use metrics to optimize hiring.

Manage end-to-end technical recruitment, including sourcing, screening, interview coordination, stakeholder management, talent pipeline development, recruitment event participation, and hiring metrics tracking. Recruit for technology roles such as QA, data analysts, software developers, and senior software engineers. Develop sourcing and evaluation strategies, meet hiring targets, and deliver quality hires within defined timelines.

Supports talent acquisition activities, including sourcing and attracting candidates, coordinating recruitment processes, and helping clients meet staffing needs across multiple industries. The provided description primarily details Quess’s staffing and outsourcing services and does not specify role-specific duties or qualifications.

Own full-cycle recruitment for specialized creative, production, and technical roles supporting Rodeo FX’s Bengaluru studio. Responsibilities include sourcing, screening, interview coordination, assessment, stakeholder partnership, offer negotiation, candidate communication, ATS management, talent community development, and hiring-process improvement. The role also contributes to employer branding, industry relationships, and establishing recruitment practices for a rapidly growing studio.

Recruit candidates for UK technology roles, managing sourcing, screening, interviews, candidate journeys, and onboarding support. Identify passive talent, handle inbound applicants, collaborate with stakeholders to define job specifications, report recruitment metrics, and support employer branding and candidate attraction strategies. The role requires substantial end-to-end IT recruitment experience focused on the UK market and involves working with UK Talent Acquisition and India-based recruitment teams.

Leads talent acquisition in Bangalore as deputy to the Senior Manager, combining hands-on recruiting for technical, product, data, and business roles with recruiter coaching. Builds direct-sourcing pipelines and market maps, partners with leaders on hiring strategies, monitors recruiting metrics, resolves bottlenecks, maintains hiring standards, and manages offer negotiations. The role focuses on reducing time-to-fill, agency reliance, and productivity loss while improving quality of hire and candidate experience.

Sources, screens, interviews, and recruits candidates for assigned roles. Creates and manages requisitions, job postings, applicant tracking records, candidate pipelines, and recruiting metrics. Partners with hiring managers, agencies, and recruiting partners to identify qualified talent, particularly within the Life Sciences industry. Maintains candidate relationships, handles confidential information, and supports additional talent acquisition projects while managing competing priorities and tight timelines.

Leads India talent acquisition strategy and a recruitment team, partnering with senior stakeholders on workforce planning, sourcing, hiring outcomes, employer branding, diversity, analytics, and confidential searches. Coaches recruiters, optimizes processes and recruiting technology, influences organizational change, and develops talent pipelines while serving as a strategic talent advisor to the business.

Recruit sales and business development professionals for IT services and software testing organizations. Responsibilities include sourcing, screening, interviewing, coordinating hiring processes, maintaining candidate pipelines and recruitment reports, negotiating offers, tracking joining status, and supporting employer branding. The role requires strong knowledge of B2B and IT services sales profiles, candidate engagement, stakeholder management, recruitment targets, LinkedIn, ATS tools, job portals, and Boolean search.

Own end-to-end recruitment for QA automation and technical testing roles. Responsibilities include partnering with hiring managers, sourcing candidates through job boards and professional networks, screening resumes, conducting initial interviews, coordinating technical assessments, maintaining talent pipelines, managing candidate experience, tracking hiring updates, and using ATS and recruitment tools. The role requires technical recruiting experience focused on automation testing, familiarity with testing frameworks, strong stakeholder communication, and vendor and client coordination.

Sources and engages candidates across UK&I business lines by building talent pipelines, conducting market mapping, headhunting, maintaining talent pools, and supporting proactive recruitment campaigns. Uses LinkedIn Recruiter, SmartRecruiters, Boolean search, and other sourcing tools to identify passive talent, create candidate longlists, provide market insights, and maintain accurate recruitment data while partnering with Talent Acquisition teams across countries and business areas.

Manage the full recruitment lifecycle, partnering with hiring managers to define hiring needs, source and assess candidates, build talent pipelines, coordinate offers and onboarding, and deliver a strong candidate experience. The role also supports employer branding, talent attraction, recruitment metrics, stakeholder communication, and continuous improvement across a global technology organization.

Supports technology recruiting by coordinating interviews, managing calendars and candidate communications, maintaining ATS records, resolving scheduling conflicts, and assisting with recruitment operations, reporting, and process improvements. The role serves as a key liaison among candidates, recruiters, hiring managers, and interview panels while ensuring an efficient and positive candidate experience.

Own the full recruitment lifecycle for technical and non-technical roles, including requirement definition, sourcing, screening, interview coordination, offer negotiation, onboarding, and candidate engagement. Build talent pipelines through job portals, referrals, social platforms, and passive outreach. Manage recruitment dashboards, candidate databases, vendors, staffing agencies, and stakeholder relationships while using data to address hiring bottlenecks and close positions efficiently.

Own end-to-end non-technical recruitment for sales and customer support roles, including sourcing, pipeline development, screening, interview coordination, assessments, and selection. Partner with hiring managers to meet hiring targets and timelines, with emphasis on bulk recruitment and positive candidate experience. The role is an individual contributor position requiring strong communication, ownership, and in-office collaboration.

Own end-to-end recruitment for non-technical business and corporate roles. Partner with hiring managers, develop sourcing strategies, build talent pipelines, assess candidates, manage interviews and offers, and deliver a strong candidate experience. Use recruiting metrics and market intelligence to identify risks, improve hiring processes, and support strategic talent acquisition initiatives in a fast-growing global organization.

Own end-to-end technical recruiting for engineering and technology roles, including sourcing, screening, stakeholder partnership, candidate engagement, offer negotiation, and onboarding. Build targeted pipelines, assess technical talent, provide market intelligence, track recruiting metrics, improve hiring processes, and support employer branding. Partner closely with engineering leaders to fill niche and high-demand roles in a fast-paced global technology organization.

Manage end-to-end, high-volume, lateral, and niche recruitment for Business and Sales roles. Responsibilities include sourcing, screening, candidate engagement, stakeholder partnership, offer negotiation, onboarding closure, ATS data management, recruitment MIS, pipeline building, and hiring strategy improvement using data-driven and AI-enabled methods.

Supports the talent acquisition team with candidate sourcing and screening, interview coordination, job postings, recruitment trackers, reporting, candidate communication, documentation, offer letters, onboarding forms, and employer branding activities. The intern coordinates with candidates, recruiters, hiring managers, and business stakeholders while managing multiple priorities and maintaining accurate recruitment records.

Manage end-to-end talent acquisition in Vietnam, including sourcing passive candidates, screening, pipeline development, interview coordination, applicant tracking, reference checks, compliance, and onboarding transitions. The role manages 10–12 concurrent searches across project, construction, cost management, and engineering disciplines while meeting rapid turnaround goals and building long-term candidate relationships.

Manage end-to-end recruitment for real estate and construction roles, including sourcing, screening, interviewing, onboarding, pipeline development, and stakeholder partnership. Build employer brand through campus drives, job fairs, and digital channels. Ensure compliance with labor laws, track recruitment metrics, provide leadership insights, and support diversity and inclusion initiatives.

Source, screen, and schedule candidates for non-IT roles; manage the end-to-end recruitment process; track interview status; use job portals; recruit mid- to senior-level, lateral, and leadership profiles; and coordinate hiring requirements with team managers.