Senior Manager - Talent Acquisition - Technology Hiring

Senior Manager - Talent Acquisition - Tech Hiring Experience: 7 - 12 Years Employment Type: Full-time Function: Talent Acquisition - Technology Recruitment Location: [Location - Hybrid - Remote] Role Overview: We are looking for an experienced Senior Manager - Talent Acquisition - Tech Hiring to lead and drive end-to-end technology recruitment across Engineering, Product, Data, AI/ML, Cloud, DevOps, QA, Infrastructure, and other technology functions. The role will be responsible for developing and executing technology hiring strategies, leading recruitment teams, managing senior stakeholders, building scalable talent pipelines, and delivering high-quality technology talent within defined hiring timelines. The ideal candidate should combine strong technical recruitment expertise with team leadership, stakeholder management, talent-market intelligence, and strong execution capabilities. Key Responsibilities: 1. Technology Talent Acquisition Strategy: - Develop and execute comprehensive recruitment strategies across Engineering, Product, Data, Infrastructure, and emerging technology functions. - Own technology hiring plans, recruitment targets, SLAs, and overall delivery. - Partner with business and technology leadership to understand workforce plans, organizational structures, and future hiring requirements. - Develop sourcing strategies based on role complexity, seniority, technology stack, location, compensation, and talent availability. - Build scalable talent acquisition models for both high-volume and niche technology hiring. - Identify market challenges and develop strategies to improve hiring quality, speed, and conversion. 2. Technology Hiring: - Lead and oversee hiring across areas including: Backend, Frontend - Full Stack Engineering, Software Development Engineers - SDE I - II - III, Engineering Managers - Tech Leads, DevOps - Cloud Engineering, Site Reliability Engineering (SRE), Data Engineering, Data Science - Analytics, AI - ML - Generative AI, QA Automation - SDET, Product Management - Product Design, Solution - Technical Architecture, Cybersecurity - Information Security, Infrastructure - Platform Engineering, and emerging and niche technology roles. - Ensure recruitment teams understand technical requirements, technology stacks, architecture, experience expectations, and candidate evaluation criteria. - Personally drive critical, leadership, niche, or confidential technology mandates when required. 3. Team Leadership - Performance Management: - Lead, mentor, and develop a team of Technology Talent Acquisition Consultants - Recruiters. - Define individual and team-level recruitment targets and KPIs. - Allocate requisitions based on recruiter expertise, workload, and business priorities. - Monitor recruiter productivity, pipeline health, conversion ratios, and closures. - Conduct regular performance reviews and provide coaching and feedback. - Build recruiter capability across technical sourcing, screening, stakeholder management, candidate engagement, and offer closure. - Develop a high-performance, data-driven, and accountable recruitment culture. 4. Technology Sourcing - Talent Intelligence: - Build and optimize sourcing strategies using: LinkedIn Recruiter, Naukri, GitHub, Stack Overflow, Employee referrals, Technology communities, Professional networks, Internal databases, Boolean - X-Ray search, and Passive sourcing. - Lead talent mapping for niche and hard-to-hire technology skills. - Develop competitor talent maps and identify relevant technology talent pools. - Build proactive pipelines for current and future technology hiring. - Establish strong technology talent communities and long-term candidate relationships. - Provide insights into talent availability, compensation, notice periods, skill scarcity, and competitor hiring activity. 5. Senior Stakeholder Management: - Act as a strategic Talent Acquisition partner to CTOs, Engineering Heads, Product Leaders, Technology Leadership, HR Leadership, and Business Heads. - Partner with hiring managers to understand technical requirements, team structures, hiring priorities, and business objectives. - Lead senior-level requirement-intake and hiring strategy discussions. - Provide regular hiring reviews, dashboards, pipeline updates, and market intelligence. - Challenge unrealistic requirements and recommend practical talent-market solutions. - Manage expectations around candidate quality, compensation, availability, TAT, and hiring timelines. - Build long-term strategic relationships with internal stakeholders and clients. 6. End-to-End Recruitment Delivery: - Own recruitment delivery from requirement gathering through joining. - Oversee sourcing, screening, technical assessment coordination, interview management, feedback, offer negotiation, and joining. - Ensure recruitment teams meet agreed hiring SLAs and business timelines. - Monitor requisition aging and proactively intervene in delayed or critical positions. - Drive fast closures without compromising candidate quality. - Resolve recruitment bottlenecks and escalate critical issues appropriately. 7. Candidate Experience - Offer Management: - Establish high standards for technology candidate experience. - Ensure transparent and timely communication throughout the hiring process. - Oversee complex compensation and offer negotiations. - Develop strategies to improve offer acceptance and offer-to-join ratios. - Manage counter-offer situations and candidate objections.