Talent Acquisition Consultant

About the Role

As a Talent Acquisition Consultant, you will own and drive the end-to-end recruitment lifecycle across a diverse set of technology and non-technology roles. You will partner closely with hiring managers and business leaders to understand hiring requirements, shape sourcing strategies, identify and engage high-quality talent, and drive mandates from initial sourcing through offer closure and joining.

Key Responsibilities

End-to-End Recruitment

• Own the complete recruitment lifecycle from requirement understanding and sourcing to offer closure and onboarding.
• Independently manage multiple hiring mandates simultaneously across technology and non-technology functions.
• Build a strong understanding of the role, team charter, success expectations and ideal candidate profile before initiating a search.
• Develop and maintain healthy, relevant talent pipelines and ensure positions move efficiently through the hiring funnel.
• Conduct initial candidate screening and assess relevant experience, career trajectory, motivation and overall role fit.

Technology Hiring

• Drive hiring across engineering and technology roles such as Software Engineers, Engineering Managers, Product Managers, Data, DevOps, QA and other technical positions.
• Understand technical requirements sufficiently to identify and evaluate relevant profiles.
• Identify and engage candidates through LinkedIn Recruiter, referrals, databases, communities and other relevant sourcing channels.
• Build targeted talent pools for niche and difficult-to-hire technology mandates.

Non-Technology Hiring

• Drive hiring across business and corporate functions such as Sales, Marketing, Finance, HR, Operations, Customer Success and other business roles.
• Build targeted sourcing strategies based on role complexity, seniority and talent availability.
• Develop strong talent pools for recurring and critical hiring requirements.

Stakeholder Management & Talent Advisory

• Partner closely with hiring managers and business leaders to understand hiring priorities and translate them into effective recruitment strategies.
• Act as a talent advisor by providing insights on talent availability, compensation, notice periods, competition and market trends.
• Challenge hiring requirements or expectations when required and recommend practical alternatives based on market realities.
• Drive regular hiring reviews with stakeholders and proactively identify bottlenecks, risks and opportunities to improve hiring outcomes.
• Ensure clear alignment between recruiters, interviewers and hiring managers throughout the recruitment process.

Candidate Management & Experience

• Act as the primary point of contact for candidates throughout the recruitment journey.
• Build strong candidate relationships and represent Dezerv's culture, mission and employee value proposition effectively.
• Ensure timely communication, interview coordination, feedback closure and offer management.
• Manage candidate expectations throughout the process and proactively address concerns or potential drop-offs.
• Support offer negotiations and drive strong offer-to-join conversion.

Recruitment Strategy & Analytics

• Build and maintain talent pipelines for both immediate and future hiring needs.
• Track recruitment metrics such as time-to-hire, source effectiveness, pipeline conversion, offer-to-join ratio and hiring funnel efficiency.
• Use recruitment data to identify bottlenecks and recommend improvements to hiring processes. Maintain accurate and structured recruitment data across the ATS and hiring trackers.
• Work with external recruitment partners where required and monitor their quality, productivity and outcomes.

What We're Looking For

• 3–5 years of experience in Talent Acquisition / Recruitment.
• Strong hands-on experience in either technology or non-technology hiring, with the ability and willingness to work across both.
• Experience independently managing multiple hiring mandates from sourcing to closure across different levels of seniority.
• Strong sourcing expertise across LinkedIn Recruiter, referrals, databases, communities and other relevant channels.
• Ability to understand role requirements, identify relevant talent and conduct effective first-level candidate assessments.
• Excellent stakeholder management and communication skills, with the ability to work directly with hiring managers and business leaders.
• Ability to provide market insights and challenge hiring requirements when required.
• Strong candidate management, negotiation and offer-closing skills.
• Data-driven approach to recruitment with an understanding of hiring funnel metrics.
• High ownership, bias for action and ability to operate independently in a fast-paced environment.
• Comfortable working 5 days a week from office.