TA Head

The TA Manager will own the complete recruitment lifecycle for Innefu Labs — from workforce planning and sourcing strategy through offer closure and onboarding. This is a hands-on leadership role for someone who can operate at both the strategic level (process design, hiring governance, stakeholder management, leadership/CXO hiring) and the execution level (managing a team of recruiters, driving TAT and quality metrics, and personally closing critical/niche positions when required). Key Responsibility: • Own the complete hiring lifecycle — manpower planning, requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure. • Partner with business/department heads to translate hiring needs into clear role scorecards and sourcing strategies. • Track and report hiring funnel metrics (TAT, source mix, offer-to-join ratio, cost per hire, drop-off rate) to leadership on a regular cadence. • Lead, mentor, and manage a team of 8–10 recruiters, including team leads/senior recruiters handling different hiring verticals. • Set individual and team targets (open positions, TAT, quality of hire), and conduct regular performance reviews. • Build capability within the team through training on sourcing techniques, technical screening, and stakeholder management. • Drive a culture of ownership, urgency, and data-driven recruiting within the TA team. • Audit and redesign the current hiring process to remove bottlenecks, reduce TAT, and improve quality of hire. • Standardise interview frameworks, evaluation scorecards, and structured assessment processes across technical and business roles. • Implement/optimise use of ATS and recruitment tools for pipeline visibility, reporting, and workflow automation. • Define and continuously refine SLAs between TA and hiring managers across all business units • Own the onboarding process end to end — pre-joining engagement, documentation, induction, and first 90-day experience — to reduce early attrition. • Build feedback loops with hiring managers post-onboarding to continuously validate and improve quality-of-hire metrics. • Partner with L&D/HRBP teams to ensure a seamless transition from candidate to productive employee. • Personally drive and close CXO and senior leadership mandates (e.g., CRO, Sales Head, Engineering Manager, Product Manager, AI Head) within the AI/data/cybersecurity/technology vertical. • Build and manage a strong network/pipeline of passive senior leadership talent, including via executive search partners where required. • Lead hiring for niche and critical roles — Centre of Excellence (CoE) leads, Subject Matter Experts (SMEs), and specialised technical experts — that demand deep market mapping and targeted headhunting. • Manage confidential and business-critical hiring mandates directly with founders/CXO stakeholders. • Demonstrate strong technical fluency to independently evaluate and engage AI/ML, Data Science, Data Engineering, and Cybersecurity talent — understanding role requirements deeply enough to have credible conversations with candidates and hiring managers. • Drive hiring across business-critical functions — Sales, Pre-Sales, Product, Delivery, and Operations — in addition to technical roles. • Build talent pipelines and market intelligence (compensation benchmarks, competitor mapping, talent availability) for both technical and business verticals. Requirements • 10–15 years of progressive TA experience, with proven ownership of the end-to-end recruitment lifecycle. • Demonstrated experience managing a team of 8–10 recruiters, including performance management and capability building. • Hands-on experience designing/fixing recruitment processes and building/owning onboarding programs focused on quality of hire. • Strong technical understanding of AI/ML, Data Analytics, and/or Cybersecurity hiring — able to assess technical talent independently. • Proven track record of closing CXO/leadership-level mandates at scale (e.g., CRO, Sales Head, Engineering Manager, Product Manager, AI Head, CoE Leads, SMEs) — ideally within the same or adjacent technology vertical. • Experience handling critical, confidential, and business-sensitive hiring mandates directly with senior leadership. • Strong stakeholder management, negotiation, and offer-closing skills at senior levels. • Working knowledge of ATS platforms, recruitment analytics, and modern sourcing tools (LinkedIn Recruiter, Boolean search, market mapping).