Manager - Talent Acquisition

Why Globalisation Excellence (GE) 

Zinnov’s Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. 

In GE, you don’t work in silos. You: 

• Own complex, end-to-end client journeys 

• Work across GCC advisory, managed services, and BOT / outsourcing models 

• Influence leadership decisions that shape long-term talent and operating strategies 

This is where strategy meets execution — and where talent plays a defining role. 

About the Role 

As Manager – Talent Acquisition, you will play a pivotal leadership role in building scalable, high-impact hiring engines for Zinnov’s Global Excellence (GE) practice. This is a role for a TA leader who combines strategic thinking with hands-on execution, thrives in ambiguity, and takes deep ownership of outcomes. 

You will shape and execute hiring strategy, lead high-volume and niche hiring programs, partner with senior business stakeholders, and drive transformation initiatives across diversity hiring, process rigor, and data-led decision-making. The role spans strategic planning, operational excellence, and day-to-day problem-solving — all in a fast-paced, high-growth environment. 

What You’ll Do 

Talent Acquisition Strategy & Leadership 

• Design and execute talent acquisition strategies aligned to business priorities and long-term hiring plans 

• Champion an AI-first Talent Acquisition strategy by leveraging AI-powered sourcing, screening, talent intelligence, interview enablement, market mapping, and recruiting automation to improve recruiter productivity, hiring quality, candidate experience, and decision-making. Continuously evaluate and implement emerging AI tools and best practices across the hiring lifecycle. 

• Translate workforce planning inputs into actionable sourcing, delivery, and capacity plans 

• Balance near-term delivery with scalable, future-ready hiring models 

End-to-End Hiring Ownership 

• Lead hiring delivery across the full recruitment lifecycle — sourcing to joining 

• Ensure strong screening quality, efficient interview orchestration, and disciplined offer management 

• Own end-to-end hiring for critical leadership and specialist technology roles, ensuring high-quality assessment, stakeholder alignment, and exceptional candidate experience for strategic hires. 

• Drive consistent outcomes across time-to-fill, quality of hire, pipeline health, and candidate experience. 

Senior Stakeholder Partnership 

• Partner with multiple senior stakeholders simultaneously, providing clarity, structure, and reliable governance 

• Build credibility through data-backed insights, clear communication, and predictable execution 

• Act as a trusted advisor on hiring strategy, market trends, and talent availability 

High-Volume & Niche Hiring Programs 

• Own and deliver high-volume hiring programs with strong prioritization and operational rigor 

• Lead niche and critical-skill hiring where solutioning, creativity, and proactive sourcing are essential 

• Lead executive and leadership hiring programs across technology functions including Director, Senior Manager, Manager, Principal Engineer, Engineering Manager, Solution Architect, Product, Data, AI/ML, Cloud, Cybersecurity, and other critical leadership roles 

• Build and sustain diverse, “ready-to-hire” pipelines to reduce reactive hiring and firefighting 

Diversity, Process & Change Initiatives 

• Drive diversity sourcing and hiring initiatives in partnership with People teams and business leaders 

• Lead change management for new TA processes, tools, and operating models 

• Ensure adoption through structured communication, stakeholder enablement, and tracking 

Data, Reporting & Market Intelligence 

• Track hiring performance through dashboards and management reports 

• Translate funnel data into clear insights, risks, and corrective actions 

• Stay current on technology trends, role-specific skills, and hiring market dynamics to strengthen advisory and screening 

What You Bring 

Qualifications & Experience 

• Bachelor’s degree required (technical background preferred) 

• Master’s degree / MBA in HR, Learning & Development, or related fields preferred 

• 12–15 years of experience in talent acquisition within a results-driven environment 

• Demonstrated success in hiring technology leadership roles including Directors, Senior Managers & other senior technical leadership positions. 

• Experience partnering with Business Unit Heads, Engineering Leaders, and Delivery Leadership on strategic hiring initiatives.  

• Experience using AI-enabled recruiting platforms and GenAI tools to improve sourcing, assessment, recruiter productivity, and hiring insights is mandatory. 

• Strong command of the full recruitment lifecycle — sourcing to joining 

• Product engineering / technology hiring experience strongly preferred 

• Advanced Excel and dashboard management capability for reporting and funnel hygiene 

Key Skills 

• Strategic yet hands-on TA leadership: ability to set direction and execute with speed and discipline 

• Senior stakeholder management with strong influence and expectation alignment. 

• AI-first recruiting mindset with hands-on experience using GenAI and AI-powered recruiting platforms for sourcing, candidate engagement, screening, market intelligence, interview preparation, recruiting analytics, and workflow automation.  

• Ability to identify, evaluate, and implement AI solutions that improve recruiter efficiency and hiring outcomes while ensuring responsible and ethical AI usage.  

• Strong understanding of AI's impact on technology talent markets and evolving technical skill landscapes. 

• High-volume hiring program leadership with strong prioritization and operational rigor 

• Change management capability to drive buy-in and adoption of new processes and tools 

• Data-driven execution with strong funnel analytics and insight-led decision support 

• Executive-ready written communication and reporting/presentation skills 

• Comfort operating in ambiguity and fast-paced environments 

• Strong ownership mindset with a bias for action, creativity, and follow-through 

What Success Looks Like – 

• Strategic Workforce Hiring & Planning 

• Leadership Hiring Effectiveness 

• AI-led Recruitment Transformation 

• Recruiter Productivity & Automation 

• Technology Leadership Pipeline Development 

• Quality of Hire 

• Hiring Delivery & Speed 

• Stakeholder Partnership 

• Talent Pipeline & Market Intelligence 

• Recruitment Operation & Compliance 

• Team Leadership & Capability Development