Talent Acquisition Specialist

HR RECRUITER / TALENT ACQUISITION

Company: Investo Xpert Website: www.investoxpert.com Department: Human Resources Location: Bangalore Employment Type: Full-Time Working Hours: 9:30 AM – 6:30 PM Week Off: Sunday + 1st & 3rd Saturday

About Investo Xpert

Investo Xpert is a growing real estate advisory organization focused on delivering professional real estate solutions and creating strong customer and business outcomes.

We are looking for a highly driven HR Recruiter / Talent Acquisition professional who can take ownership of end-to-end recruitment, build strong talent pipelines, and support the organization's growth by attracting and hiring high-quality talent.

Role Overview

The HR Recruiter / Talent Acquisition will be responsible for managing the complete recruitment lifecycle across assigned business functions. The role requires strong sourcing capabilities, excellent candidate engagement, effective stakeholder coordination, and a strong focus on quality profiles and timely closures.

The ideal candidate should be comfortable working in a target-driven recruitment environment, managing multiple positions simultaneously, and developing innovative sourcing strategies to meet business hiring requirements.

Key Responsibilities1. End-to-End Recruitment

• Manage the complete recruitment lifecycle from requirement understanding to candidate closure.
• Work closely with hiring managers and business leaders to understand manpower requirements.
• Understand job descriptions, role expectations, experience requirements, skill sets, and candidate profiles.
• Develop recruitment strategies based on the urgency, complexity, and seniority of each position.
• Ensure positions are closed within agreed Turnaround Time (TAT).

2. Talent Sourcing

• Source candidates through multiple channels including:
• Naukri
• LinkedIn
• Job portals
• Employee referrals
• Social media platforms
• Recruitment databases
• Professional networks
• Direct sourcing / headhunting
• Identify and implement new and effective sourcing channels.
• Build a strong pipeline of qualified candidates for current and future requirements.
• Conduct talent mapping for critical and recurring positions.
• Maintain an active database of potential candidates.

3. Candidate Screening & Evaluation

• Review and shortlist resumes based on defined job requirements.
• Conduct initial HR screening and evaluate candidates on:
• Relevant experience
• Communication skills
• Functional suitability
• Career stability
• Compensation expectations
• Notice period
• Location preference
• Cultural and organizational fit
• Conduct structured telephonic/video interviews where required.
• Prepare relevant candidate profiles before sharing them with hiring managers.
• Ensure only quality and relevant profiles are moved to the next stage.

4. Interview Coordination & Candidate Management

• Coordinate interviews between candidates and hiring managers.
• Ensure smooth movement of candidates through every stage of the recruitment process.
• Maintain regular follow-ups with candidates.
• Minimize candidate drop-offs and interview no-shows through effective engagement.
• Maintain candidate interest throughout the hiring cycle.
• Collect and document interview feedback from stakeholders.
• Keep candidates informed regarding interview outcomes and next steps.

5. Offer Management & Hiring Closures

• Coordinate the offer process for selected candidates.
• Discuss compensation and expectations within approved organizational guidelines.
• Conduct offer negotiations where required.
• Maintain regular follow-ups with selected candidates until closure.
• Track offer acceptance and candidate commitment.
• Proactively identify potential drop-out risks and take corrective action.
• Maintain a strong offer-to-closure conversion ratio.

6. Recruitment MIS & Analytics

• Maintain accurate and updated recruitment trackers.
• Monitor recruitment funnel metrics including:
• Profiles sourced
• Profiles screened
• Shortlisted candidates
• Interviews scheduled
• Interviews completed
• Selections
• Offers released
• Offers accepted
• Positions closed
• Prepare daily/weekly recruitment reports and hiring MIS.
• Analyze recruitment performance and identify areas for improvement.
• Maintain accurate records of open positions and recruitment status.

7. Stakeholder Management

• Build strong working relationships with hiring managers and business leaders.
• Understand changing manpower requirements and recruitment priorities.
• Provide regular updates on hiring progress.
• Discuss market availability, salary trends, candidate expectations, and hiring challenges.
• Take ownership of recruitment escalations and ensure timely resolution.
• Act as a strategic recruitment partner to the business rather than functioning only as a sourcing resource.

8. Employer Branding & Recruitment Initiatives

• Support employer branding initiatives to strengthen the organization's talent attraction.
• Create and coordinate job postings across relevant platforms.
• Support recruitment campaigns, walk-in drives, hiring events, and campus recruitment initiatives where required.
• Explore innovative methods to improve candidate attraction and recruitment conversion.
• Build a strong talent network for future organizational requirements.

Key Recruitment KPIs

Performance will be measured through:

• Positions closed within defined TAT
• Quality of profiles sourced
• Number of qualified profiles generated
• Interview-to-selection ratio
• Offer-to-acceptance ratio
• Offer-to-joining/closure conversion
• Recruitment funnel efficiency
• Candidate pipeline strength
• Hiring manager satisfaction
• Source effectiveness
• Recruitment productivity
• Accuracy and timeliness of recruitment MIS

Candidate Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 1–4 years of experience in recruitment / talent acquisition.
• Strong hands-on experience in end