Sr. TA Manager (Data and Analytics)

About Client - One of the Largest Multibrand Fashion Outlet in India and Middle East. They have equally strong presence in Offline and Online commerce

PS - This is an IC Role (It will be a Team Management Role in 6-9 months based in Individual's performance)

We are looking for a highly experienced Talent Acquisition professional with approximately 12–13 years of overall TA/recruitment experience, including 3–4 years of demonstrated people-management experience. While the current role is an individual contributor position, prior experience of managing recruiters or a TA team is important because the role requires a high degree of maturity, ownership, stakeholder management and the ability to mentor other recruiters when required.

This is a high-ownership, high-volume and stakeholder-intensive recruitment role supporting the Data & Analytics and customer organisation. The person will be expected to independently manage the complete recruitment lifecycle for a large portfolio of specialist and often niche technology and analytics positions.

What we are looking for

We need someone who can operate with a high degree of independence. This should not be a profile that requires constant direction, follow-ups or escalation to senior TA leadership.

The ideal candidate should be able to:

• Independently own and close multiple positions simultaneously.
• Understand complex Data, Analytics and Technology roles rather than simply work on keyword-based recruitment.
• Build and maintain strong talent pipelines for niche and difficult-to-hire skill sets.
• Challenge hiring managers intelligently when requirements are unrealistic or the market does not support them.
• Understand talent availability, compensation trends, notice periods, skill premiums and competitive hiring dynamics in the relevant market.
• Provide meaningful market intelligence and talent insights to business stakeholders.
• Manage stakeholders who have high expectations and pressing hiring requirements.
• Prioritise effectively when multiple CXO/HOD-level requirements are competing for attention.
• Maintain urgency without compromising on candidate quality.
• Drive the recruitment process end-to-end—from requirement understanding and sourcing strategy through screening, interview coordination, offer management and closure.
• Proactively identify bottlenecks and resolve them rather than waiting for instructions.
• Maintain strong candidate experience even under high-pressure hiring conditions.
• Work effectively across Dubai and Bangalore stakeholders and understand the nuances of a geographically distributed organisation.
• Mentor and guide other recruiters on difficult positions, sourcing strategies, stakeholder handling and closure techniques whenever required.

Originally posted on Himalayas