Talent Acquisition Specialist

HR RECRUITER / TALENT ACQUISITION

Company

Investo Xpert

Website

www.investoxpert.com

Department

Human Resources

Location

Bangalore

Employment Type

Full-Time

Working Hours

9:30 AM – 6:30 PM

Week Off

Sunday + 1st & 3rd Saturday

About Investo Xpert

Investo Xpert is a growing real estate advisory organization focused on delivering professional real estate solutions and creating strong customer and business outcomes.

We are looking for a highly driven HR Recruiter / Talent Acquisition professional who can take ownership of end-to-end recruitment, build strong talent pipelines, and support the organization's growth by attracting and hiring high-quality talent.

Role Overview

The HR Recruiter / Talent Acquisition will be responsible for managing the complete recruitment lifecycle across assigned business functions. The role requires strong sourcing capabilities, excellent candidate engagement, effective stakeholder coordination, and a strong focus on quality profiles and timely closures.

The ideal candidate should be comfortable working in a target-driven recruitment environment, managing multiple positions simultaneously, and developing innovative sourcing strategies to meet business hiring requirements.

Key Responsibilities1. End-to-End Recruitment

Manage the complete recruitment lifecycle from requirement understanding to candidate closure.

Work closely with hiring managers and business leaders to understand manpower requirements.

Understand job descriptions, role expectations, experience requirements, skill sets, and candidate profiles.

Develop recruitment strategies based on the urgency, complexity, and seniority of each position.

Ensure positions are closed within agreed Turnaround Time (TAT).

Talent Sourcing

Source candidates through multiple channels including

Naukri

LinkedIn

Job portals

Employee referrals

Social media platforms

Recruitment databases

Professional networks

Direct sourcing / headhunting

Identify and implement new and effective sourcing channels.

Build a strong pipeline of qualified candidates for current and future requirements.

Conduct talent mapping for critical and recurring positions.

Maintain an active database of potential candidates.

Candidate Screening & Evaluation

Review and shortlist resumes based on defined job requirements.

Conduct initial HR screening and evaluate candidates on

Relevant experience

Communication skills

Functional suitability

Career stability

Compensation expectations

Notice period

Location preference

Cultural and organizational fit

Conduct structured telephonic/video interviews where required.

Prepare relevant candidate profiles before sharing them with hiring managers.

Ensure only quality and relevant profiles are moved to the next stage.

Interview Coordination & Candidate Management

Coordinate interviews between candidates and hiring managers.

Ensure smooth movement of candidates through every stage of the recruitment process.

Maintain regular follow-ups with candidates.

Minimize candidate drop-offs and interview no-shows through effective engagement.

Maintain candidate interest throughout the hiring cycle.

Collect and document interview feedback from stakeholders.

Keep candidates informed regarding interview outcomes and next steps.

Offer Management & Hiring Closures

Coordinate the offer process for selected candidates.

Discuss compensation and expectations within approved organizational guidelines.

Conduct offer negotiations where required.

Maintain regular follow-ups with selected candidates until closure.

Track offer acceptance and candidate commitment.

Proactively identify potential drop-out risks and take corrective action.

Maintain a strong offer-to-closure conversion ratio.

Recruitment MIS & Analytics

Maintain accurate and updated recruitment trackers.

Monitor recruitment funnel metrics including

Profiles sourced

Profiles screened

Shortlisted candidates

Interviews scheduled

Interviews completed

Selections

Offers released

Offers accepted

Positions closed

Prepare daily/weekly recruitment reports and hiring MIS.

Analyze recruitment performance and identify areas for improvement.

Maintain accurate records of open positions and recruitment status.

Stakeholder Management

Build strong working relationships with hiring managers and business leaders.

Understand changing manpower requirements and recruitment priorities.

Provide regular updates on hiring progress.

Discuss market availability, salary trends, candidate expectations, and hiring challenges.

Take ownership of recruitment escalations and ensure timely resolution.

Act as a strategic recruitment partner to the business rather than functioning only as a sourcing resource.

Employer Branding & Recruitment Initiatives

Support employer branding initiatives to strengthen the organization's talent attraction.

Create and coordinate job postings across relevant platforms.

Support recruitment campaigns, walk-in drives, hiring events, and campus recruitment initiatives where required.

Explore innovative methods to improve candidate attraction and recruitment conversion.

Build a strong talent network for future organizational requirements.

Key Recruitment KPIs

Performance will be measured through

Positions closed within defined TAT

Quality of profiles sourced

Number of qualified profiles generated

Interview-to-selection ratio

Offer-to-acceptance ratio

Offer-to-joining/closure conversion

Recruitment funnel efficiency

Candidate pipeline strength

Hiring manager satisfaction

Source effectiveness

Recruitment productivity

Accuracy and timeliness of recruitment MIS

Candidate Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.

1–4 years of experience in recruitment / talent acquisition.

Strong hands-on experience in end-to-end recruitment.

Experience in sourcing through Naukri, LinkedIn, job portals, referrals, and direct sourcing.

Strong candidate screening and interviewing skills.

Excellent communication and interpersonal skills.