Team Lead Talent Acquisition

This role is for one of Weekday’s clients

Min Experience: 8+ years
Location: Mumbai
JobType: full-time

Working Days: Monday to Saturday

We are looking for an experienced Team Lead – Talent Acquisition to lead a recruitment team supporting a leading wealth management and financial services organisation. The role involves managing end-to-end recruitment, driving hiring delivery, building strong stakeholder relationships, and ensuring the timely closure of critical positions.

The ideal candidate will have extensive experience in BFSI recruitment, particularly in Wealth Management, Private Banking, Relationship Management, Sales, and Business Development hiring. The candidate should possess strong team leadership, stakeholder management, and recruitment delivery capabilities, along with a track record of meeting hiring targets and maintaining high standards of candidate experience.

• Lead, mentor, and manage a team of recruiters to achieve recruitment targets and business hiring objectives.
• Monitor recruiter productivity, hiring quality, and delivery performance.
• Provide guidance, coaching, and regular feedback to improve team effectiveness.
• Conduct periodic team reviews and proactively address recruitment challenges.

• Oversee the complete recruitment lifecycle, from understanding hiring requirements and sourcing candidates to screening, interview coordination, offer management, and successful closure.
• Manage multiple hiring mandates simultaneously while ensuring timely delivery.
• Establish effective recruitment strategies to improve turnaround time and quality of hire.
• Ensure a positive candidate experience throughout the recruitment process.

• Drive recruitment across Wealth Management, Private Banking, Relationship Management, Sales, Business Development, and other relevant financial services functions.
• Build talent pipelines for Wealth Managers, Relationship Managers, Private Bankers, and other business-critical positions.
• Develop a strong understanding of wealth management talent markets, competitor organisations, and industry hiring trends.
• Support hiring for roles catering to High-Net-Worth Individuals (HNIs) and Ultra-High-Net-Worth Individuals (UHNIs).

• Lead hiring for revenue-generating positions, including client acquisition, relationship management, and wealth sales roles.
• Understand the skills and experience required for professionals managing HNI/UHNI client relationships and Assets Under Management (AUM).
• Build sustainable candidate pipelines for business-critical and niche sales positions.
• Identify suitable talent from relevant financial institutions and competing organisations.

• Partner with business leaders and hiring managers to understand hiring needs, define candidate profiles, and establish recruitment priorities.
• Provide regular updates on hiring progress, candidate pipelines, and anticipated closure timelines.
• Manage stakeholder expectations and recommend appropriate sourcing strategies based on market availability.
• Build strong working relationships with business teams to improve hiring outcomes and satisfaction.

• Develop targeted sourcing strategies for niche, leadership, and business-critical roles.
• Conduct competitor mapping and talent market research to identify relevant candidates.
• Strengthen sourcing effectiveness through recruitment networks, referrals, databases, and other channels.
• Maintain healthy candidate pipelines to support current and future hiring requirements.

• Track key recruitment metrics, including hiring targets, turnaround time, recruiter productivity, pipeline health, interview-to-offer ratios, and offer-to-joining conversions.
• Prepare recruitment dashboards and provide regular reports to relevant stakeholders.
• Analyse recruitment performance and implement corrective actions to address delivery gaps.
• Drive continuous improvement in recruitment processes, team productivity, and hiring quality.

• Talent Acquisition: Strong expertise in talent acquisition strategy, workforce hiring, and recruitment delivery.
• Recruitment: Proven experience managing end-to-end recruitment and multiple hiring mandates.
• BFSI Recruitment: Strong knowledge of banking, financial services, wealth management, and private banking talent markets.
• Team Leadership: Demonstrated ability to lead, mentor, and motivate recruitment teams while achieving hiring targets.
• Stakeholder Management: Excellent relationship management, communication, negotiation, and expectation-setting skills.
• Recruitment Metrics: Ability to monitor hiring performance, manage dashboards, and drive data-backed improvements.

• RPO (Recruitment Process Outsourcing): Experience managing recruitment delivery in an RPO or recruitment consulting environment.
• Sales Recruitment: Experience hiring sales, business development, client acquisition, and revenue-generating professionals.
• Relationship Manager Hiring: Expertise in recruiting Relationship Managers, Wealth Managers, Private Bankers, and professionals managing HNI/UHNI clients.
• Executive Search: Exposure to executive search, niche talent mapping, and specialised recruitment assignments.
• Corporate Talent Acquisition: Experience managing recruitment within an organisation's internal talent acquisition function.

• 9–12 years of overall experience in Talent Acquisition or Recruitment.
• Prior experience leading, mentoring, or managing a recruitment team.
• Strong hands-on experience in BFSI recruitment, preferably across Wealth Management and Private Banking.
• Demonstrated success in hiring Relationship Managers, Wealth Managers, Private Bankers, Sales, and Business Development professionals.
• Understanding of HNI/UHNI client segments, Assets Under Management (AUM), and wealth sales hiring requirements.
• Experience managing multiple recruitment mandates and delivering against defined hiring targets.
• Strong analytical, organisational, communication, negotiation, and problem-solving skills.

• Achievement of team hiring targets and timely closure of recruitment mandates.
• Quality, relevance, and consistency of candidate pipelines.
• Improved recruiter productivity and overall team performance.
• Strong stakeholder satisfaction and positive candidate experience.
• Higher offer-to-joining conversion rates.
• Accurate recruitment reporting and effective management of hiring metrics.