Top Talent Acquisition Jobs in Hyderabad

Lead full-cycle recruitment for engineering roles: role scoping, sourcing, screening, selection, offer structuring and negotiation, stakeholder advisory, talent pipelining, employer branding, compliance, and TA process improvements to support diversity and hiring analytics.

Lead APAC talent acquisition: set regional hiring strategy, manage a team of seven recruiters, embed AI across TA workflows, partner with senior leaders, drive metrics-driven recruiting, improve quality of hire and retention, and provide market intelligence across APAC.

Lead full lifecycle recruiting for corporate roles in India, advise leadership on talent strategy, develop sourcing approaches, partner with HR/TA teams, manage TA analytics and systems, and potentially lead a team to deliver inclusive hiring.

Responsible for recruiting processes, including collaborating with managers, sourcing candidates, conducting interviews, managing ATS, and enhancing employer branding.

Lead hiring delivery and drive operational excellence in Talent Acquisition across APAC. Manage end-to-end recruitment, build stakeholder partnerships, and ensure hiring goals are met. Mentor a team of recruiters and maintain high standards in compliance and candidate experience.

Lead talent acquisition delivery and lateral hiring for assigned business/functions; manage and develop the sourcing team; partner with hiring managers to design recruitment strategies; source candidates through multiple channels; monitor sourcing metrics; collaborate with data/insights; ensure timely hires and steady deployment of people.

Manage and lead a talent acquisition team to build inclusive hiring strategies, driving recruitment and fostering relationships with leadership while enhancing candidate experience.

Manage end-to-end IT hiring, source candidates, coordinate interviews, drive negotiations, and provide market intelligence. Build talent pipelines and maintain recruitment trackers.

The Lead IT Recruiter manages the recruitment process, collaborates with stakeholders, drives candidate sourcing strategies, mentors teams, and provides market insights.

Lead full-cycle recruitment across functions, build creative sourcing strategies and candidate pipelines, leverage AI and analytics to optimize hiring, advise hiring managers with market intelligence, improve inclusive hiring practices, track recruiting metrics, and enhance candidate experience through process and technology improvements.

Support talent acquisition for tech roles: source and screen candidates, manage job postings, coordinate interviews and ATS data (Greenhouse/Lever), conduct market mapping, support employer branding campaigns, attend team/hiring manager meetings, and suggest process improvements.

Full-cycle technical recruiting across APAC: source, interview, manage hiring process, negotiate offers, onboard, maintain candidate pipelines and recruiting databases, perform market mapping, partner with HR and hiring managers, and drive HR projects to meet aggressive hiring goals.

Full-cycle senior technical recruiter acting as talent partner for technical and product teams: source, interview, coordinate hiring, negotiate offers, maintain pipelines, improve hiring processes, run hiring projects and analytics, and support onboarding to attract and retain top talent.

Coordinate high-volume interview scheduling, maintain candidate records, manage stakeholder communication, support onboarding and background checks, post jobs, and improve candidate experience while tracking recruitment process in internal systems.

Coordinate technical recruiting by sourcing, screening, and scheduling candidates; gather and document role requirements; use AI tools like ChatGPT to improve recruiting workflows; maintain recruitment documentation, metrics, and candidate communications to ensure an efficient hiring process.

Lead and scale talent acquisition strategy and operations, oversee full-cycle recruiting, develop forecasting and sourcing processes, build candidate pipelines, measure KPIs, train interviewers, ensure legal and immigration compliance, and mentor recruiting teams to meet client demand and improve TA efficiency.

The Talent Acquisition Partner manages end-to-end recruitment processes, focuses on hiring quality and candidate experience, collaborates with stakeholders, and ensures data compliance and recruitment performance analysis.

Manage end-to-end recruitment for a high-volume and specialized hiring environment supporting the Manila GBS hub. Partner with hiring managers to define needs, proactively source candidates, maintain ATS (Workday), improve recruitment processes and SOPs, drive employer branding, support TA projects, coach junior recruiters, ensure compliance with local labor laws, and facilitate offer negotiation and closure.

Manage end-to-end recruiting for data engineering and analytics roles. Develop candidate pipelines, manage ATS, and collaborate with hiring managers for interviews and offers.

Lead the country talent acquisition strategy, partner with senior leaders, oversee recruitment operations, and develop a high-performing team to meet hiring goals.

Own end-to-end recruitment for business and some technical roles across multiple regions. Partner with hiring managers to define needs, build proactive sourcing strategies and talent pipelines, use ATS and data to optimize hiring, improve candidate experience, and lead employer branding initiatives.

The Sr. IT Recruiter leads end-to-end recruitment for US/Canada roles, focusing on technology and engineering hiring, ensuring a positive candidate experience and collaborating with stakeholders.

The Talent Acquisition Partner drives recruitment efforts, sets up talent attraction campaigns, interviews candidates, manages candidate qualification, and negotiates rates.

The Analyst configures job requisition templates and offers support for recruiting and learning systems, ensuring a seamless talent experience.

Lead end-to-end talent acquisition across functions and levels for DESRI in Hyderabad. Design recruitment strategies, manage sourcing and screening, track hiring metrics, run background verifications, partner with senior stakeholders, mentor junior recruiters, and drive employer branding and process-improvement projects to improve recruiter productivity and hiring quality.