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Talent Acquisition Manager Job Description

FAQ about hiring Talent Acquisition Manager

The Talent Acquisition Manager is the master storyteller and gatekeeper of Talent Gait. You manage the team that recruits the smartest people in the world. The functional mandate for this role goes beyond “filling jobs”—it is about building a diverse pipeline of high-performing talent that will drive the competitive advantage for our company.

Job Roles & Responsibilities:

  • Design and execute a high-impact recruiting plan to find top-tier talent for niche positions throughout the organization’s departments and geographic locations.
  • Develop and integrate a desirable employer brand for top-talent job seekers and promote Talent Gait as the workplace of choice.
  • Lead the full-cycle recruitment for senior-level hires, ensuring high touch candidate experience and effective client management throughout the process.
  • Review recruiting data & metrics to make recommendations on sourcing directions and continue to decrease general “time-to-hire” for critical business roles.
  • Collaborate with the department heads to understand their long-term hiring requirements and create a proactive talent pool for business success down the line.
  • Lead and develop a team of recruiters, offering training on sourcing approaches, candidate engagement, and interviewing best practices.

Skills Required:

  • Advanced proficiency in sourcing using tools such as LinkedIn Recruiter, Boolean search, and niche job boards to source passive top-quality profiles.
  • Advanced knowledge and solid experience with the applicant tracking systems (ATS) as well as CRM tools to oversee workflow from recruitment operations and ensure a clean database.
  • Ability to build a strong employer brand by developing clear job descriptions and engaging social content that attract high caliber, diverse candidates.
  • Strong negotiation skills and the ability to close candidates by offering a position while effectively communicating the value proposition of our company.
  • An analytical mindset to develop an understanding of recruitment KPIs and leverage data to optimize hiring efforts, focusing on the quality of hire.
  • Excellent interpersonal skills, allowing the ability to connect with candidates and maintain relationships with external recruiters and hiring managers.

Perks & Benefits

Features depend on the employer and may include advantages, but are not limited to:

  • Flexible or remote work options
  • Competitive, market-aligned compensation
  • Paid time off and holidays
  • Learning budgets and certifications
  • Performance bonuses (role-dependent)
  • Access to International products and teams

Salary Range Based on Experience, Skills, Role, and Company Norms

Frequently Asked Questions

How does this differ from Recruitment?

Recruitment equals “process”, and Talent Acquisition equals “strategy”: Recruitment is, plainly, filling a position.

What is the biggest challenge?

In a competitive market, it’s being able to attract “passive” candidates who are not actively looking but could be an ideal cultural fit for us.

Do I use social media?

Heavily. You’ll leverage LinkedIn, Glassdoor, and yes, even Instagram to promote our culture and authentically engage with prospective hires.

How Excellent Of Hire Goal Do We Have?

We are looking for new hires who not only overachieve their KPIs but also add to our culture positively and stay with us long term.

How much travel is involved?

There is very little travel, but you can go to interesting industry conferences or college career fairs to shake hands and help build our brand as well as network with losing candidates.

Transform Hiring Into A Success Story

Talent Gait empowers organizations with agile hiring solutions that reduce costs, save time, and deliver quality talent.

+91 91516 25125