Top Talent Acquisition Jobs in Bangalore

Lead full-cycle recruiting for senior technical and GTM roles in India, partner with senior leaders to design data-driven sourcing strategies, adopt AI-powered tools, manage hiring metrics, negotiate offers, and support regional APAC initiatives.

Supports Cisco’s Preboarding Administration and Candidate Experience team while learning the end-to-end recruitment lifecycle. Responsibilities include coordinating with talent advisors, business stakeholders, candidates, and external partners; managing priorities and confidential information; improving candidate experience; communicating effectively; and using Microsoft Excel and AI-driven tools to address operational challenges.

The Talent Acquisition Partner manages full-cycle recruiting, including workforce planning, sourcing, candidate assessment, recruitment campaigns, agency partnerships, and offer closing. The role partners with HR business partners and hiring managers, builds talent pipelines, improves recruitment processes, ensures compliance with legislation and data privacy requirements, and supports global talent strategies. Strong communication, stakeholder influence, digital sourcing, and project management skills are essential.

Manage end-to-end recruitment for enabling functions across GE Vernova’s India businesses. Advise hiring managers, develop sourcing strategies, conduct market research, build diverse talent pipelines, screen candidates, manage offers and negotiations, and ensure a strong candidate experience. Use recruiting metrics, technology, automation, and process improvements to enhance hiring outcomes. Ensure compliance with employment policies and laws, support onboarding, and collaborate with People Operations and Total Rewards.

Manage recruitment databases, reporting automation, dashboards, historical trends, and recruitment data analysis. Identify hiring challenges, perform data quality checks, evaluate recruitment metrics, and prepare leadership presentations. Lead a team while supporting data-driven talent acquisition decisions in a dynamic 24/7 environment.

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.

The Talent Acquisition Business Analyst owns recruiting dashboards, reports, data analysis, data governance, and cross-functional process and systems improvement projects. The role translates stakeholder needs into reporting and workflow enhancements, uses AI to automate recruiting insights and processes, analyzes funnel and pipeline performance, and presents recommendations to recruiting leaders. Responsibilities include maintaining data quality, managing projects independently, and improving operational efficiency and stakeholder experience.

Manage end-to-end technical recruitment, including sourcing, screening, interview coordination, stakeholder partnership, talent pipeline development, recruitment metrics, and hiring events. The role focuses on recruiting technology professionals, meeting hiring targets, and delivering quality hires within defined timelines. This is an office-based individual contributor position requiring strong communication, technical role knowledge, and recruitment strategy experience.

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.

Lead full-cycle recruiting by partnering with hiring managers, developing talent attraction strategies, sourcing candidates, managing hiring processes, promoting diversity and inclusion, ensuring process adherence, improving recruiting practices, and presenting strategies and results to senior stakeholders. The role requires managing multiple high-priority technology-company openings while delivering a strong candidate experience.

Talent Acquisition Operations Intern supporting sourcing, candidate screening, interview coordination, ATS and pipeline management, recruitment reporting, job postings, offer coordination, and pre-boarding. The role also supports onboarding, employee engagement, culture initiatives, internal communications, and employer branding. Candidates should be organized, detail-oriented, strong communicators, and comfortable managing multiple hiring processes in a fast-paced technology environment.

Leads an agile talent acquisition squad recruiting critical engineering, automation, manufacturing, digital, and industrial software talent. Prioritizes hiring backlogs, runs agile ceremonies, improves sourcing and interview processes, tracks recruitment metrics, reduces hiring time, and partners with business leaders and hiring managers. Coaches recruiting teams and stakeholders while driving continuous improvement and a consistent candidate experience.

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.

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.

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.

Lead and execute the organization’s talent acquisition strategy, manage and mentor the recruitment team, oversee full-cycle hiring, build candidate pipelines, improve recruitment processes, manage agencies and vendors, implement recruiting technology, analyze hiring metrics, strengthen employer branding and candidate experience, represent the organization at recruiting events, and manage the recruitment budget.

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.

Drives Workday Recruiting implementation and process standardization across eight MENAT countries. Gathers regional requirements, translates hiring practices into scalable Workday business processes, coordinates with HR and technical teams, manages talent platform integrations, ensures data integrity, and documents compliant workflows, specifications, and system triggers.

Develop and implement recruiting strategies, source and screen candidates, conduct interviews, manage applicant records, and present qualified candidates to hiring managers. The role also supports onboarding, employer branding, recruitment marketing, manager training, career events, and recruiting budget preparation. Candidates should have recruiting experience, strong communication skills, familiarity with HR systems and assessment tools, knowledge of HR policies, and a relevant degree or professional certifications.

The India Talent Acquisition Leader will manage recruitment delivery across India, lead a recruitment team, and drive talent initiatives aligned with growth and transformation in a fast-paced environment.

Manage staffing functions by recruiting qualified candidates, guiding junior staff, collaborating with business leaders, and ensuring compliance with hiring policies.