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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Strong HR Generalist profiles
Mandatory (Experience 1) – Must have 1+ years of relevant experience as an HR Generalist / HR Executive / HR Operations role
Mandatory (Experience 2) – Must have hands-on experience in end-to-end recruitment, including job postings, resume screening, interview coordination, and reference checks
Mandatory (Experience 3) – Must have practical exposure to employee onboarding and offboarding processes, documentation, and employee lifecycle management
Mandatory (Experience 4) – Experience in day-to-day HR operations, maintaining employee records, HR databases, and coordination with internal stakeholders.
Mandatory (Tools) – Must be proficient in MS Office and have working experience with ATS and HRIS systems
Mandatory (Soft Skills) – Strong interpersonal, communication, organizational, and multitasking skills with high attention to detail
Mandatory (Company) - Product companies
EXCITED ABOUT YOUR TASKS?
We are seeking a proactive and dynamic Talent Acquisition Executive with 2+ years of experience
in handling IT and Non-IT recruitment. The ideal candidate should be skilled in end-to-end
recruitment, stakeholder management, and ensuring timely closures while delivering a great
candidate experience.
Responsibilities:
● Manage the complete recruitment lifecycle from sourcing, screening, and interviewing to
offer management and onboarding.
● Source candidates through job portals, social media, networking, references, and other
innovative channels.
● Work on diverse requirements across IT and Non-IT roles.
● Coordinate with hiring managers to understand role requirements and develop effective
sourcing strategies.
● Maintain candidate pipelines for critical and recurring roles.
● Ensure smooth candidate experience through timely communication and feedback.
● Track recruitment metrics (TAT, offer-to-join ratio, etc.) and provide regular reports.
● Collaborate with HR team on employer branding initiatives.
Must Have:
● Bachelor’s degree in HR, Business, or related field.
● 2+ years of proven experience in IT and Non-IT recruitment (agency or corporate).
● Strong knowledge of sourcing techniques, Boolean search, and market mapping.
● Excellent communication and interpersonal skills.
● Ability to work in a fast-paced environment with multiple stakeholders.
Role- Recruiter
Location: Remote (Candidates from Indore Location are preferred)
Experience Required - 3 to 4 Years
Immediate joiners are preferred.
We are seeking a driven and experienced Senior Technical Recruiter with 3 to 4 years of experience in staff augmentation. In this role, you will be responsible for sourcing, screening, and placing top IT talent for short-term and long-term contractual positions. You will also manage relationships with staffing vendors and internal teams to ensure successful placements for clients.
Key Responsibilities:
Full Recruitment Cycle: Manage the complete recruitment process for staff augmentation roles, including contract, contract-to-hire, and direct placement positions.
Sourcing Techniques: Leverage a variety of sourcing methods (job boards, social media, networking) to attract qualified IT professionals for staff augmentation roles.
Vendor Management: Build and maintain strong relationships with staffing vendors to ensure access to a diverse pool of candidates and meet client hiring demands.
Screening & Interviews: Conduct initial screenings, technical assessments, and interviews to evaluate candidates' technical expertise and cultural fit for client requirements.
Offer Extension & Negotiations: Extend offers and negotiate terms with candidates, ensuring alignment with both client expectations and candidate needs.
Onboarding Support: Facilitate the onboarding process for candidates and work closely with clients to ensure smooth transitions for new hires.
Collaboration: Collaborate with internal teams and clients to align recruitment strategies and successfully meet hiring needs.
Qualifications:
Bachelor’s Degree in Human Resources, Business, or a related field.
3 to 4 years of experience in technical recruitment, specifically within staff augmentation and contractual hiring.
Strong understanding of IT roles and technologies relevant to staff augmentation.
Proven experience in vendor management and building strong relationships with staffing partners.
Excellent communication and negotiation skills to engage with both candidates and clients.
Ability to multitask and manage multiple hiring projects for different clients.
Proficiency in recruitment software and tools used in staff augmentation.
If you're passionate about recruiting top IT talent and excited about working in a dynamic, growth-driven environment, we'd love to hear from you!
Responsible for performing full-cycle recruiting functions including but not limited to job understanding, candidate sourcing, social networking, phone screening, email communication, documentation, summary writing and presentation.
Identifying right candidates with the right skills to match the US clients’ requirements Regularly interacting with Account Manager to understand the requirements
Should understand the requirement in depth to ensure quality sourcing and recruiting
Should ensure to revert submit profiles with quick turnaround time for timely submissions to meet sharp deadlines for each requisition
Make use of effective resourcing strategies, such as head hunting, Internet sourcing, networking, employee referrals
Must have experience on full Life Cycle of Recruiting (screening resumes, interviewing, offer extension and post-placement care)
Ability to work as a good team player, Maintaining & building the candidate database
Requirements:
Minimum 2 Years of Full Cycle Recruiting experience particularly in pharmaceutical /scientific/life science domain for US staffing and recruiting industry.
Excellent English language skills including reading, writing and speaking.
Ability to communicate fluently with foreign nationals.
Self-motivated, passionate and energetic professionals.
Comfortable to work in night shift (6.30PM to 3.30AM IST)
JD for HR Recruiter
- Partnering with client to determine staffing needs
- Screening resumes
- Performing in-person and phone interviews with candidates
- Administering appropriate company assessments
- Performing reference and background checks
- Forwarding screened profiles to client hiring managers
- Coordinating interviews with the clients
- Following up on the interview process status
- Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
- Communicating employer information and benefits during screening process
- Serving as a liaison with area employment agencies, colleges, and industry associations
- Completing timely reports on employment activity
- Payment follow up with client after joining candidate
Our client is one of the big 4 global management consultancy companies that focuses on achieving outcomes par excellence, by working alongside its clients, who are ambitious change makers across industries, as one team and thus redefining the industries.
They serve across industries such as financial services, aviation, energy and natural resources, aerospace and defense, automotive, technology, retail, health care, etc. They provide consultancy services in various categories including but not limited to, cost transformation, business strategy, customer experience, manufacturing, supply chain, mergers & acquisitions, leadership and talent etc.
What you will do:
- Ensuring optimal matching of people needs, firm needs and client requirements
- Executing a fair and transparent staffing process
- Ensuring balanced teams across various projects/ cases
- Developing one-on-one relationships with individuals within your class
- Regularly meeting with each to discuss their career development, goals, objectives and interests
- Providing guidance and mentoring on career management
- Regularly meeting with each to discuss their career development, goals, objectives, and interests
- Proactively connecting with individuals (and Professional Development Advisors if required), Class Captains (CC) and Class Program Managers (CPM) for periodic check-ins
- Hosting quarterly Staffing Open houses to discuss top-of-mind questions for classes
- Charting out annual engagement plan with classes to cover topics such as transfers, staffing in new roles (e.g. post level change or promotion), long duration staffings etc.
- Seeking support from CCs and CPMs in actively managing class staffing expectations and boosting class morale
- Actively managing expectations, as well as collaborating with them in finding creative ways to work around the challenges, and boosting the class karma/morale
- Working with peers across the global/ regional system to ensure India clients are served well, and supporting global/ regional cases requiring India team members
- Partnering with HR on performance management, employee relations, and other issues related to employment law and policy matters
- Engaging with case team leadership to understand staffing needs, including nature of assignments, staffing requirements, and overseeing staffing of teams to projects based on understanding of client, office and individual needs
- Managing the required trade-offs between business need and professional development needs of the consultants
- Managing and/or attending all Staffing related calls and meetings
- Working with Staffing Manager to ensure decisions best optimize tradeoffs between client service, utilization, and retention
- Continuously improving local staffing processes and supporting global staffing initiatives as required
- Being the single point of contact for approving all the vacation requests that come to staffing, by following a set of filters/criteria/conflicts we need to check for
- Managing staffing processes and databases to a high level of accuracy, including updating the overall allocation database, creating availability summary emails, updating the availability sheet, and owning a variety of weekly/monthly staffing reports
- Supporting the Performance and Career Development processes for the Consulting staff - by providing the Professional Development team with reports that allow them to generate reviews, upward feedback and run the promotion diligence process
- Collaborating with training team to plan the training schedule for your class
- Responding to ad hoc staffing information requests (as required)
- Periodically re-visiting the staffing process and recommending improvements to efficiency and effectiveness
- Continuously advancing local staffing processes
- Supporting regional and global staffing initiatives as required
- Leading/ supporting projects as required e.g. working with Finance to enhance visibility of cost/ revenue ratio for active cases
- Participating in and creating impact with other office/ people-related initiatives
- Being an active member of relevant governance councils e.g. People Council, PD Committee, Promotions Committee
- Demonstrating best practices in following staffing policies and processes
Desired Candidate Profile
What you need to have:- Postgraduate with, 7-8 years’ work experience in HR/ Talent Management/ Resource Management/Professional Development
- Demonstrated leadership experience in client facing consulting work with at least 3 years of consulting work experience (having played Consultant equivalent or higher roles)
- Competence with Excel, PowerPoint, Word
- Excellent customer-facing communication skills (towards leadership, consulting staff)
- Ability to take high-stake decisions under pressure
- Ability to deal with highly confidential information with discretion
- Eagerness to contribute to team building and people development
- Sound commercial and business judgement
We are hiring a Recruitment Executive who can take care of hiring and team building.
Job Roles and Responsibilities:
- Coordinate with managers to identify staffing needs.
- Determine selection criteria.
- Source potential candidates through online channels (e.g. Job portals , Social media platforms, Professional networks).
- Plan interview and selection procedures, including screening calls, assessments and in-person interviews.
- Design job descriptions and interview questions that reflect each position's requirements.
- Lead employer branding initiatives and manage a team of Recruitment executives.
- Foster long-term relationships with past applicants and potential candidates.
Requirements:
- Must have experience in Non IT and leadership roles hiring, preferably for startups.
- Proven work experience (minimum 2+ years) as a Recruitment Specialist or similar role.
- Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods.
- Excellent verbal and written communication skills.
- A keen understanding of the differences between various roles within organisations.
- B-Tech or MBA in Human Resources Management.
- 2+ years of experience in Technical recruitment
- Design and implement overall recruiting strategy
- Develop and update job descriptions and job specifications
- Perform job and task analysis to document job requirements and objectives
- Source and recruit candidates by using databases, social media etc
- Screen candidates resumes and job applications
- Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule
- Assess applicants’ https://resources.workable.com/tutorial/recruiting-skills-training" target="_blank">relevant knowledge, skills, soft skills, experience and aptitudes
- Onboard new employees in order to become fully integrated
- Monitor and apply HR recruiting best practices
- Provide analytical and well documented recruiting reports to the rest of the team
- Act as a point of contact and build influential candidate relationships during the selection process
Freshers who wants to flair in Recruitment Industry and excel can do apply with good communication and Interpersonnel skills.
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Full Stack Developer - Averlon