Top Talent Acquisition Jobs in Mumbai

Leads Pfizer’s candidate experience and talent acquisition strategy, advising hiring managers, designing inclusive candidate journeys, developing diverse talent pipelines, leveraging digital and AI hiring tools, tracking recruitment metrics, improving process efficiency, and ensuring compliance. The role also coaches stakeholders, supports campus hiring and internal mobility, and drives candidate experience transformation initiatives.

Owns full-cycle recruitment from sourcing through offer rollout. Partners with hiring managers to understand hiring needs, builds candidate pipelines, screens for skills and fit, manages candidate communication, and tracks hiring metrics including time-to-fill, source quality, and offer acceptance. The role requires managing multiple openings in a fast-paced environment while representing the company positively to candidates.

Manage end-to-end talent acquisition for global and high-volume hiring across Sales, Finance, IT, Operations, and corporate functions. Responsibilities include partnering with hiring managers, developing recruitment strategies, sourcing and screening candidates, conducting interviews, negotiating offers, coordinating onboarding, maintaining ATS records, tracking market and compensation trends, building talent pipelines, and improving candidate experience and recruitment processes.

Leads full-cycle recruitment across India and APAC, including sourcing, interviews, stakeholder partnership, offer negotiations, candidate experience, employer branding, ATS compliance, talent pipeline development, and market insights. Recruits primarily for manufacturing, supply chain, commercial, finance, HR, and corporate functions while collaborating with hiring managers, HR business partners, and regional talent acquisition teams.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Build and lead a scalable, data-driven talent acquisition function for a fast-growing autonomous drone defense and AI product organization. Develop hiring strategies, workforce plans, recruitment processes, talent pipelines, market intelligence, dashboards, and interview frameworks. Partner with executives and hiring managers on technical, business, and leadership hiring; resolve hiring bottlenecks; and hire and mentor a high-performing TA team.

Lead targeted, end-to-end recruitment for niche Data, AI, Machine Learning, and Data Science roles. Responsibilities include technical headhunting, passive candidate engagement, talent mapping, digital sourcing, market intelligence, stakeholder partnership with technology executives, candidate management, and offer negotiation. The role requires strong technical recruiting expertise, familiarity with modern data and cloud technologies, advanced search capabilities, and the ability to distinguish specialized technical skill sets.

Leads full-cycle talent acquisition for hotel operations, including sourcing, screening, interviewing, offers, onboarding, leadership recruitment, university partnerships, employer branding, vendor management, and candidate experience. Partners with business and HR leaders to forecast staffing needs, develop cost-effective recruiting strategies, monitor team performance, maintain Workday records, and report talent acquisition KPIs. Also supports employee development, student placements, hotel tours, People and Culture activities, and management duties.

Support end-to-end talent acquisition activities, including candidate sourcing, resume screening, interview coordination, applicant tracking, job posting, employer branding, and candidate engagement. The intern will provide administrative support to the HR and talent acquisition team while gaining hands-on recruitment experience in a remote, fast-paced technology environment.

Manage end-to-end recruitment for non-technology roles across multiple business functions. Responsibilities include partnering with hiring managers, developing sourcing strategies, screening and assessing candidates, coordinating interviews, managing offers and onboarding support, maintaining candidate pipelines, tracking recruitment metrics, updating ATS data, and supporting employer branding initiatives.

Supports end-to-end recruitment for Sales and other roles by sourcing, screening, scheduling interviews, conducting high-volume phone screenings, maintaining candidate records, preparing hiring reports, coordinating with hiring managers, and supporting a positive candidate experience. The intern will also assist with documentation, shortlisting, onboarding, and repetitive administrative tasks while developing recruitment and stakeholder-management skills.

Leads targeted, end-to-end recruitment for niche Data, AI, and Data Science roles. Develops sourcing strategies, conducts proactive headhunting, maps talent markets, engages passive candidates, and builds technical talent pipelines. Partners with executive and engineering stakeholders, manages candidate relationships and offer negotiations, and provides market intelligence on skills, compensation, competitors, and talent availability. Requires sufficient technical familiarity to distinguish specialized data and AI skill sets during screening.

Manage end-to-end talent acquisition in Vietnam, including sourcing passive candidates, screening, pipeline development, interview coordination, applicant tracking, reference checks, compliance, and onboarding transitions. The role manages 10–12 concurrent searches across project, construction, cost management, and engineering disciplines while meeting rapid turnaround goals and building long-term candidate relationships.

Manage full-cycle talent acquisition and employee engagement activities: recruit and onboard candidates, run employer branding and recruitment marketing, create social media content, use ATS/HRIS and MS Office, coordinate engagement initiatives, and manage multiple HR projects.

Manage end-to-end recruitment for real estate and construction roles, including sourcing, screening, interviewing, onboarding, pipeline development, and stakeholder partnership. Build employer brand through campus drives, job fairs, and digital channels. Ensure compliance with labor laws, track recruitment metrics, provide leadership insights, and support diversity and inclusion initiatives.

Support the end-to-end recruitment lifecycle by sourcing and screening candidates, conducting initial phone screens, coordinating interviews, managing candidate communications, maintaining recruitment trackers, collecting interviewer feedback, preparing hiring reports, and assisting with offer documentation. The role is full-time and on-site, with responsibility for scheduling, candidate follow-up, and in-person interview coordination.

Leads regional, full-cycle talent acquisition strategy and operations across multiple sites. Manages recruiting teams, vendors, systems, compliance, analytics, training, and continuous improvement initiatives. Partners with Operations and HR to support organizational growth, improve candidate quality and new-hire retention, and ensure consistent policies and procedures. Requires extensive talent acquisition management experience, bilingual English and Spanish skills, regulatory knowledge, and regional travel.

Recruitment interns source candidates through job boards, social media, referrals, and cold calling; screen resumes and portfolios; conduct phone or video interviews; maintain applicant tracking records; coordinate with hiring managers; and report recruiting analytics. The internship also provides training in talent acquisition, HR systems, candidate assessment, compensation, benefits, and interview practices. Interns must manage multiple searches, meet deadlines, and work in a target-driven environment.

Recruit candidates throughout the hiring lifecycle, including sourcing, cold calling, screening, interviewing, shortlisting, and onboarding follow-up. The role involves managing multiple recruitment searches, understanding hiring requirements, researching industries, communicating with clients and candidates, and meeting monthly selection targets. Candidates must have strong English communication skills, be comfortable speaking with strangers, and use basic Microsoft Excel functions. Freshers may begin on a three-month probation, while experienced applicants should have recruitment experience.

Drives Workday Recruiting implementation and process standardization across eight MENAT countries. Gathers regional requirements, translates hiring practices into scalable Workday business processes, coordinates with HR and technical teams, manages talent platform integrations, ensures data integrity, and documents compliant workflows, specifications, and system triggers.

Lead full-cycle talent acquisition across sales and corporate functions. Build candidate pipelines through direct sourcing on Naukri, LinkedIn, and Indeed; identify passive candidates; screen applicants; coordinate interviews; manage follow-ups, offers, negotiations, and onboarding. Maintain ATS records, recruitment MIS, hiring dashboards, and pipeline metrics while improving process efficiency and reducing reliance on recruitment consultants.

Manage end-to-end recruitment for multiple client positions, including requirement understanding, sourcing, Boolean and Xray searches, screening, candidate assessment, interview coordination, follow-ups, pipeline development, documentation, and target achievement. The role requires strong communication, negotiation, networking, relationship management, and experience with recruitment portals and ATS platforms. Consultancy or staffing-firm experience is preferred.

Source, screen, and shortlist candidates for inside sales, international sales, telesales, lead generation, and BPO sales roles. Build talent pipelines using LinkedIn Recruiter, Naukri, Boolean and X-Ray searches, headhunting, referrals, and networking. Evaluate candidate fit, communication, sales aptitude, stability, compensation expectations, notice period, location, shift suitability, and interest. Upload qualified candidates to the ATS and maintain sourcing trackers.

Recruit and coordinate candidates across creative and business roles, manage job postings, screen applications, maintain ATS pipelines, automate recruiting workflows with AI tools and APIs, conduct outreach, schedule interviews, support offers and onboarding, build talent pools, and report hiring metrics.

Sources candidates through online portals, campus recruitment, referrals, consultants, and outreach. Screens resumes and applicants, conducts aptitude tests and interviews, shortlists qualified candidates, tracks recruitment metrics, supports hiring managers, and assists new hires with onboarding, joining formalities, and documentation.