Head of Talent Acquisition
Invisia Software Pvt. Ltd. | Bengaluru, Kalyan Nagar | Full-time
Function: People & Culture
Location: Bengaluru, Kalyan Nagar, On-site
Experience: 10–15 years
Reporting To: CHRO / Executive Leadership
Team: 2–4 TA professionals initially
Industry Preference: SaaS / Product Technology
About Invisia Software
Invisia Software is a growing product technology company headquartered in Bengaluru. As the organization scales its product, technology and business functions, we are strengthening our Talent Acquisition function to build a predictable, high-quality and scalable hiring capability.
Role Overview
The Head of Talent Acquisition will own the complete Talent Acquisition function, from workforce and hiring planning through recruitment strategy, team management, sourcing, execution, funnel performance and hiring outcomes.
This is a hands-on functional leadership role. The successful candidate will partner with leadership and functional heads to translate business and workforce requirements into executable hiring plans, establish TA goals and processes, build and manage the TA team, personally support critical hiring, and ensure recruitment performance meets agreed quality, timeline and cost expectations.
The role is expected to establish a TA function that operates with clear ownership, measurable performance, reliable forecasting and limited dependency on continuous senior leadership intervention.
Key Responsibilities
Workforce and Hiring Planning
- Partner with leadership, HR and functional heads to translate annual and quarterly business plans into workforce and hiring requirements.
- Validate requirements based on business priority, role necessity, skill availability, compensation and market conditions.
- Develop quarterly and monthly hiring plans with priorities, timelines, recruiter capacity, sourcing approach, dependencies and risks.
- Forecast TA capacity required to deliver approved hiring plans.
- Maintain forward-looking talent pipelines for anticipated and difficult-to-fill requirements.
- Provide realistic hiring forecasts and proactively escalate risks with corrective actions.
TA Strategy and Functional Ownership
- Own the Talent Acquisition strategy, operating model and performance of the function.
- Translate organizational hiring goals into departmental goals and individual recruiter KRAs/KPIs.
- Establish recruitment processes, playbooks, SLAs, interview frameworks and governance.
- Build an appropriate TA team structure and develop internal recruitment capability.
- Evaluate TA tools, sourcing channels, agencies and external partners based on performance and business requirements.
- Continuously identify and resolve structural recruitment issues.
Hiring Delivery
- Own delivery of the approved hiring plan across Technology, Product, Design, Sales, Marketing, Customer Success, Operations, Finance, HR and leadership positions.
- Personally lead or support critical, niche, senior and difficult-to-fill positions.
- Maintain strong hands-on capability in sourcing, talent mapping, screening, assessment, candidate engagement and offer negotiation.
- Ensure recruitment delivery meets agreed quality, timeline and cost expectations.
- Build proactive pipelines for recurring and strategically important talent requirements.
TA Team Leadership and Performance
- Lead, coach and develop the TA team.
- Allocate requisitions based on priority, complexity, capacity and recruiter capability.
- Establish individual and team goals, KPIs and performance expectations.
- Conduct structured weekly pipeline and performance reviews.
- Identify capability and performance gaps and implement appropriate development or corrective actions.
- Build team capability to reduce dependency on individual recruiters or external agencies.
Recruitment Funnel Management
- Own performance across the complete recruitment funnel from sourcing through joining.
- Establish appropriate funnel benchmarks by role category.
- Monitor conversion, aging, candidate withdrawals, interview no-shows, offer declines and joining drop-offs.
- Diagnose whether underperformance originates from sourcing, screening, requirement calibration, assessments, interviewer quality, compensation, candidate engagement or other factors.
- Implement corrective actions when funnel performance falls below expectations.
- Prevent repeated poor-quality submissions from consuming unnecessary hiring-manager and leadership bandwidth.
Hiring Manager Governance
- Establish structured requisition intake and role-calibration processes.
- Ensure role requirements, competencies, assessment methods, compensation and timelines are aligned before sourcing begins.
- Establish appropriate SLAs for profile review, interviews, feedback and hiring decisions.
- Use market evidence and recruitment data to challenge unrealistic or inconsistent requirements.
- Conduct recalibration where repeated candidate rejection indicates misalignment.
- Support hiring managers in structured interviewing and objective candidate evaluation.
Analytics, Forecasting and Reporting
- Establish and maintain TA dashboards covering hiring plan versus actual, requisition aging, forecasted closures, funnel conversions, offer acceptance, offer-to-join, source effectiveness, recruiter productivity, agency performance and critical hiring risks.
- Provide leadership with clear weekly and monthly hiring-health reporting.
- Distinguish positions that are on track, at risk or critical and provide corrective actions and expected resolution timelines.
- Maintain ATS discipline and ensure reliable recruitment data and reporting.
Vendor and Agency Management
- Determine where external recruitment support is appropriate.
- Manage recruitment agencies, executive search firms and specialist sourcing partners.
- Establish candidate-quality expectations, SLAs and commercial terms.
- Track vendor performance based on quality, conversion, closures, TAT and cost.
- Optimize agency usage and reduce unnecessary external dependency.
Employer Branding and Talent Market
- Own TA requirements and strategy relating to employer positioning and candidate experience.
- Partner with HR, Marketing and Creative on careers content, employee stories and recruitment campaigns.
- Develop employee referral and relevant talent-community initiatives.
- Monitor candidate experience and recruitment-related employer reputation.
- Represent the organization at relevant hiring and talent events where appropriate.
Role Boundaries
The Head of Talent Acquisition is not the primary owner of:
- HR operations, payroll or general HR administration.
- Employee relations or organization-wide performance management.
- Learning and Development or Compensation and Benefits.
- Marketing or employer-brand content production.
- Routine onboarding administration following recruitment handover.
- Final technical evaluation of specialist candidates.
- Business headcount decisions or justification of workforce requirements on behalf of functional leaders.
Functional leaders remain accountable for identifying and justifying business capability and headcount requirements. The Head of TA is responsible for validating, translating and executing approved workforce requirements through an effective recruitment strategy.
First 90 Days: Expected Outcomes
First 30 Days
- Complete current-state assessment of TA processes, people, tools and vendors.
- Validate open requisitions, priorities and hiring requirements with functional heads.
- Establish baseline hiring plan and recruitment funnel metrics.
- Assess recruiter capacity and capability.
- Review ATS discipline, agency performance and existing sourcing channels.
- Identify critical hiring risks and implement immediate interventions.
- Present recommended TA operating model and priority improvement plan.
Days 31–60
- Implement quarterly/monthly hiring plan and requisition prioritization.
- Establish recruiter allocation and capacity planning.
- Cascade TA goals into individual recruiter KRAs/KPIs.
- Establish weekly TA operating and performance reviews.
- Implement hiring-manager intake, calibration and SLA processes.
- Operationalize TA dashboard and hiring forecasts.
- Implement agency/vendor scorecards.
- Establish structured interview and evaluation frameworks.
- Begin proactive talent mapping for critical positions.
Days 61–90
- Establish reliable hiring plan versus actual reporting and monthly closure forecasting.
- Demonstrate measurable recruiter productivity and accountability.
- Establish visibility and intervention mechanisms for critical-role pipelines.
- Demonstrate active management of recruitment funnel bottlenecks.
- Establish measurable hiring-manager and agency performance.
- Improve ATS and recruitment-data discipline.
- Present TA team capacity and capability recommendations.
- Present a six-month TA improvement and hiring roadmap.
Key Result Areas
KRA - Weight
Workforce and Hiring Planning -15%
Hiring Delivery and Critical Role Closure - 25%
TA Team Performance and Capability - 15%
Sourcing Strategy and Pipeline Health - 10%
Recruitment Funnel Performance - 15%
Hiring Manager Governance - 10%
Analytics, Forecasting and Process Governance - 5%
Vendor, Employer Brand and Talent Ecosystem - 5%
Total - 100%
Experience and Qualifications
- 10–15 years of Talent Acquisition experience, preferably with significant exposure to SaaS, product or technology organizations.
- Minimum 4–5 years of experience directly managing TA professionals.
- Demonstrated experience owning a TA function or substantial recruitment portfolio.
- Proven ability to translate workforce requirements into structured hiring plans and execution.
- Strong experience establishing recruiter goals, KPIs, processes and operating cadences.
- Proven track record of technology, product and business-function recruitment.
- Strong hands-on sourcing, talent mapping and passive candidate engagement capability.
- Experience personally closing difficult mid-to-senior and leadership positions.
- Demonstrated recruitment funnel analysis, hiring forecasting and problem-solving capability.
- Experience building or significantly improving recruitment processes and assessment frameworks.
- Strong hiring-manager and senior stakeholder management.
- Experience managing recruitment agencies and external search partners.
- Strong understanding of ATS, recruitment analytics and data-driven TA management.
Preferred: Executive search, startup/scale-up, employer branding, high-volume recruitment or experience building a TA function from an early or less mature stage.
Overall Accountability
The Head of Talent Acquisition is accountable for delivering the approved workforce hiring plan within agreed quality, timeline and cost parameters while building a capable TA team, maintaining healthy recruitment funnels and providing leadership with reliable hiring forecasts and clear accountability.
This is the version I would actually release to the market. It remains demanding, but the expectations are now concentrated around functional ownership and hiring outcomes, rather than trying to make the person simultaneously an employer-brand marketer, BPO recruiter, freelancer manager and executive-search specialist.
Pay: ₹1,800,000.00 - ₹2,200,000.00 per year
Application Question(s):
- What is your current notice period ?
- What is your current CTC (annual) ?
- Are you ready to join immediately or within 15 days?
- Are you available to work 5 days a week from office (Mon–Fri)?
- What is your earliest available date for interview?
- Are you located in Bangalore , Karnataka ? Please mention your current location.
Experience:
- Talent acquisition: 10 years (Required)
Work Location: In person
