Zinnov is a global management consulting firm that helps organizations make decisions that actually get used — and deliver results that matter. For over two decades, we’ve partnered with leading enterprises, high-growth technology companies, and investors to answer some of the toughest questions they face:
Our work shapes market entry strategies, global operating models, M&A decisions, and long-term growth bets. We’re known for being data-led, execution-focused, and outcome-driven — not opinion-heavy slideware.
At Zinnov, how you work matters as much as what you deliver. We value independent thinking, crisp communication, and early ownership. With 450+ professionals across 10 global offices, we work across industries including Digital Services, ER&D, Enterprise Software, Semiconductors, Healthcare, BFSI, Automotive, Media & Telecom, and Private Equity.
Zinnov isn’t for everyone. It’s for people who want steep learning curves, honest feedback, and the chance to see their work influence real business decisions — not just presentations.
Why Globalisation Excellence (GE)
Zinnov’s Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run.
In GE, you don’t work in silos. You:
- Own complex, end-to-end client journeys
- Work across GCC advisory, managed services, and BOT / outsourcing models
- Influence leadership decisions that shape long-term talent and operating strategies
This is where strategy meets execution — and where talent plays a defining role.
About the Role
As Manager – Talent Acquisition, you will play a pivotal leadership role in building scalable, high-impact hiring engines for Zinnov’s Global Excellence (GE) practice. This is a role for a TA leader who combines strategic thinking with hands-on execution, thrives in ambiguity, and takes deep ownership of outcomes.
You will shape and execute hiring strategy, lead high-volume and niche hiring programs, partner with senior business stakeholders, and drive transformation initiatives across diversity hiring, process rigor, and data-led decision-making. The role spans strategic planning, operational excellence, and day-to-day problem-solving — all in a fast-paced, high-growth environment.
What You’ll Do
Talent Acquisition Strategy & Leadership
- Design and execute talent acquisition strategies aligned to business priorities and long-term hiring plans
- Champion an AI-first Talent Acquisition strategy by leveraging AI-powered sourcing, screening, talent intelligence, interview enablement, market mapping, and recruiting automation to improve recruiter productivity, hiring quality, candidate experience, and decision-making. Continuously evaluate and implement emerging AI tools and best practices across the hiring lifecycle.
- Translate workforce planning inputs into actionable sourcing, delivery, and capacity plans
- Balance near-term delivery with scalable, future-ready hiring models
End-to-End Hiring Ownership
- Lead hiring delivery across the full recruitment lifecycle — sourcing to joining
- Ensure strong screening quality, efficient interview orchestration, and disciplined offer management
- Own end-to-end hiring for critical leadership and specialist technology roles, ensuring high-quality assessment, stakeholder alignment, and exceptional candidate experience for strategic hires.
- Drive consistent outcomes across time-to-fill, quality of hire, pipeline health, and candidate experience.
Senior Stakeholder Partnership
- Partner with multiple senior stakeholders simultaneously, providing clarity, structure, and reliable governance
- Build credibility through data-backed insights, clear communication, and predictable execution
- Act as a trusted advisor on hiring strategy, market trends, and talent availability
High-Volume & Niche Hiring Programs
- Own and deliver high-volume hiring programs with strong prioritization and operational rigor
- Lead niche and critical-skill hiring where solutioning, creativity, and proactive sourcing are essential
- Lead executive and leadership hiring programs across technology functions including Director, Senior Manager, Manager, Principal Engineer, Engineering Manager, Solution Architect, Product, Data, AI/ML, Cloud, Cybersecurity, and other critical leadership roles
- Build and sustain diverse, “ready-to-hire” pipelines to reduce reactive hiring and firefighting
Diversity, Process & Change Initiatives
- Drive diversity sourcing and hiring initiatives in partnership with People teams and business leaders
- Lead change management for new TA processes, tools, and operating models
- Ensure adoption through structured communication, stakeholder enablement, and tracking
Data, Reporting & Market Intelligence
- Track hiring performance through dashboards and management reports
- Translate funnel data into clear insights, risks, and corrective actions
- Stay current on technology trends, role-specific skills, and hiring market dynamics to strengthen advisory and screening
What You Bring
Qualifications & Experience
- Bachelor’s degree required (technical background preferred)
- Master’s degree / MBA in HR, Learning & Development, or related fields preferred
- 12–15 years of experience in talent acquisition within a results-driven environment
- Demonstrated success in hiring technology leadership roles including Directors, Senior Managers & other senior technical leadership positions.
- Experience partnering with Business Unit Heads, Engineering Leaders, and Delivery Leadership on strategic hiring initiatives.
- Experience using AI-enabled recruiting platforms and GenAI tools to improve sourcing, assessment, recruiter productivity, and hiring insights is mandatory.
- Strong command of the full recruitment lifecycle — sourcing to joining
- Product engineering / technology hiring experience strongly preferred
- Advanced Excel and dashboard management capability for reporting and funnel hygiene
Key Skills
- Strategic yet hands-on TA leadership: ability to set direction and execute with speed and discipline
- Senior stakeholder management with strong influence and expectation alignment.
- AI-first recruiting mindset with hands-on experience using GenAI and AI-powered recruiting platforms for sourcing, candidate engagement, screening, market intelligence, interview preparation, recruiting analytics, and workflow automation.
- Ability to identify, evaluate, and implement AI solutions that improve recruiter efficiency and hiring outcomes while ensuring responsible and ethical AI usage.
- Strong understanding of AI's impact on technology talent markets and evolving technical skill landscapes.
- High-volume hiring program leadership with strong prioritization and operational rigor
- Change management capability to drive buy-in and adoption of new processes and tools
- Data-driven execution with strong funnel analytics and insight-led decision support
- Executive-ready written communication and reporting/presentation skills
- Comfort operating in ambiguity and fast-paced environments
- Strong ownership mindset with a bias for action, creativity, and follow-through
What Success Looks Like –
- Strategic Workforce Hiring & Planning
- Leadership Hiring Effectiveness
- AI-led Recruitment Transformation
- Recruiter Productivity & Automation
- Technology Leadership Pipeline Development
- Talent Pipeline & Market Intelligence
- Recruitment Operation & Compliance
- Team Leadership & Capability Development
