Talent Acquisition Lead
Skills
About This Role
Overview
In this role, we re looking for someone to lead our Talent Acquisition function and scale our global hiring engine.
This is a hands-on leadership role - you will directly execute mid-to-senior hiring globally while also building strategy, systems, and long-term talent pipelines.
You ll report directly to the Head of People & Culture and lead the TA function (with one person reporting into you initially, and team expansion over time).
This role blends execution excellence, strategic workforce planning, employer brand building, and TA systems thinking.
1. End-to-End Global Hiring (Mid Senior Roles)
Lead on-ground execution of mid-to-senior roles across geographies - from sourcing (including outreach) to final hire - either directly or via agencies when required.
Ensure strong quality-of-hire and predictable timelines.
2. Hiring Strategy & Workforce Planning
Co-own hiring strategy and workforce planning across regions in partnership with the Head of the People & Culture and business leaders.
Anticipate hiring needs, build pipelines early, and reduce reactive hiring.
3. Employer Branding
Own and strengthen KodeKloud s employer brand across channels.
Shape messaging, positioning, and candidate experience to attract high-caliber global talent.
4. Niche & Long-Term Talent Programs
Design, develop, and scale strategic recruitment programs such as campus hiring, maintaining alumni networks, Internship programs, and other niche pipeline initiatives.
The idea is to build sustainable talent channels beyond transactional hiring.
5. TA Process, Tools & Capability
Continuously improve hiring processes, tools, and best practices to enhance efficiency, data visibility, and candidate experience.
Build structured interviewing capability across managers.
6. TA Team Leadership
- Lead and develop the Talent Acquisition function.
- Provide coaching, structure, and clarity to team members.
- As the function grows, hire and build a strong TA team.
- What Success will look like in the first 6-12 months:
- Critical mid-senior roles are filled with strong quality and reduced time-to-fill.
- Hiring demand is forecasted and planned - fewer last-minute escalations.
- Offer acceptance rates improve through stronger positioning and candidate engagement.
- Employer brand presence strengthens (improved inbound interest and brand perception).
- Structured hiring practices are embedded across functions.
- Clear visibility into hiring metrics and pipeline health.
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