We are looking for a Program Manager – Talent & Delivery Strategy who will act as the central nerve system of our services business, aligning sales demand, delivery pipelines, and talent supply.
This role goes beyond traditional program management — you will own end-to-end workforce strategy, ensuring the right talent is deployed at the right time to maximize utilization, revenue, and delivery excellence.
You will work closely with Sales, Delivery Leaders (FSP / DTM / TOD), and Talent teams to drive demand-supply optimization at scale.
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Own end-to-end mapping of incoming client requirements (from Sales & existing accounts) with available talent
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Drive fast and optimal allocationof resources across:
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Fixed Scope Projects (FSP)
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Dedicated Team Model (DTM)
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Talent on Demand (TOD)
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Ensure minimal latency between requirement CV onboarding
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Build and manage short-term and long-term hiring forecasts
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Translate sales pipeline + active deals into hiring demand
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Identify skill gaps early and trigger proactive hiring or upskilling
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Maintain a live view of capacity vs demand
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Own the quality and readiness of bench resources
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Continuously evaluate:
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Skill relevance
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Deployment readiness
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Performance signals (IC feedback, rejections, etc.)
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Ensure bench resources are actively upskilled and project-ready
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Ensure smooth and fast onboarding of resources to projects
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Optimize offboarding and redeployment cycles to minimize idle time
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Drive standardization of onboarding processes across verticals
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Track and improve:
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Utilization % across teams
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Bench size & aging
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Revenue leakage due to unallocated capacity
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Partner with leadership to maximize billable utilization
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Act as a bridge between:
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Sales (new demand)
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Account Managers (existing clients)
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Delivery Heads (execution)
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Talent / Hiring teams
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Bring visibility and structure across all moving parts
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Build dashboards and reports for:
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Open vs fulfilled requirements
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Talent availability by skill
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IC funnel (scheduled / cleared / rejected)
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Hiring pipeline vs demand
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Drive data-backed decision making for leadership
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Overall Utilization %
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Bench size & bench aging
- Time to fulfill requirements
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CV-to-selection ratio
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Forecasting accuracy (Demand vs Hiring)
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Revenue per resource
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Missed opportunities due to lack of readiness
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4–8 years of experience in:
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Program Management / Business Operations / Staffing / Delivery Ops
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Strong understanding of:
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IT services / consulting / staffing models
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Proven ability to:
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Manage complex cross-functional workflows
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Work with data, dashboards, and forecasting
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High ownership mindset with problem-solving orientation
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Comfortable working in a fast-paced, high-growth environment
