Manager- Talent Acquisition
Who we are?
At Edge, we believe simplifying employee data will help large corporates solve sub-optimal talent management problems. This data is more critical after the pandemic, as managing a remote workforce has shifted from optional to essential.
We have spent our last eight years understanding the workforce from the IT and BFSI industries. We have used this employee data to create a sophisticated intelligence. This brain behind our AI-based products is called EdGE graph™. We have used 11 million job descriptions and more than 30 million profiles to build the graph.
Our products like Pathfinder, Recruit and Mobility are deployed in IT companies like Wipro, HCL, UST Global, etc. and help them upskill, invest, and maintain their existing people. It has helped organisations improve their workforce availability, billing, allocations and drive straight bottom-line impacts. The new order of talent decisions helps us define, identify, and plan for a future-ready workforce.
We build end-to-end talent management products for organisations so that they have a 360-degree view of their talent supply chain. This helps them make informed talent decisions efficiently and build an intelligent workforce.
We built Edge Networks in 2012 in an apartment in Bangalore and soon, were supported by the National Skill Development Corporation of India (NSDC). We are a part of the NASSCOM Product Council and have been recognized by Gartner, Deloitte, Equidam, NVIDIA, Amazon as an innovative tech HR startup in various titles.
At Edge, we understand that modern companies that put the employees at the center of their workings, backed with data, will make their organisation productive. This is how we, at Edge, use tech for good.
Role:
As a Manager -Talent Acquisition you will be responsible to take care of all the recruitment related activities for the organization both Tech and non- tech. You will also be responsible to drive the entire function independently and manage stakeholders as well. Work very closely with the HRBP to manage risk and work on succession planning. You will be the first point of contact for the probable candidates for the organization and drive the company’s brand value.
Traits that you have
A team player – I know we only win if we all win. I recognise and value the different perspectives and skills my squad mates bring. It is not about being a hero but jumping in and contributing to the successful delivery of our mission.
An excellent communicator – I know and understand the importance of clear, on-time communication. My spoken and written communication skills stand out for clarity and conciseness.
A collaboration champion – I work closely with my colleagues to ensure alignment and champion the sharing of learning across teams.
Comfortable being uncomfortable – I am comfortable with uncertainty. I have the ability to effectively manage myself through ambiguity by making meaning, building relationships and creating clarity with my peers.
Continuous improvement junkie – I constructively challenge the status quo, I look for better ways of doing things and passionately advocate continuous improvement.
Committed to my own and others’ growth – I strive to stretch and grow myself and others by identifying my own development areas, seeking feedback, and providing feedback to others to help them learn and grow every day.
A problem solver – I am energised by tackling complex problems. I use my critical thinking, network, skills, knowledge, and available data to drive better outcomes for our customers and the product.
Commercially and Tech curious – I have a wide-angle lens. I am curious about what is happening in the external market and in emerging trends and innovations (technological and otherwise) and how we use this information to better inform our decisions and actions.
Risk savvy – I build sustainable solutions that protect stakeholders and customers and proactively address risks by role-modelling improvements in the product’s overall risk and control environment.
Responsibilities:
- Responsible for taking care of end-end recruitment process across the organization which will include tech and non-tech roles across all job levels till on-boarding.
- Work very closely with the stakeholders to understand their requirements and work consultatively giving suggestions on market availability of talent, market dynamics, salary ranges and competitive salary packages.
- Maintain HR metrics like – Cost per hire, Quality of hire etc
- Create a continuous pipeline of candidates with passive job seekers to maintain a relevant talent pool.
Role Skills:
- 5+ years of experience in Talent acquisition with relevant industry hiring.
- Should have worked and scaled teams in startups.
- Subject matter expert in defining the roles for different line of businesses
- Independently managed stakeholders and worked closely on the hiring needs
- Excellent communication skills
- Hands on excel skills to build dashboards and excel reports.
- Bachelor’s/ Master’s degree in computer science or related streams is preferable.
Shubham Vishwakarma
Full Stack Developer - Averlon
About EdGE Networks Pvt. Ltd.
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Full Stack Developer - Averlon