Talent Partner II
About BOT Consulting
BOT Consulting is a venture studio for Global Capability Centers (GCCs). We partner directly with founders and global tech leaders to co-create their engineering capability, instead of acting like a traditional outsourcing agency or third-party vendor. We help global technology firms design, scale, and ultimately own their high-performance Centers of Excellence in India.
About the role
We are looking for a Talent Partner II to independently manage the end-to-end recruitment lifecycle across multiple technology and business requirements. The role requires strong expertise in sourcing, stakeholder management, hiring strategy, and closing niche and senior talent. The ideal candidate is highly execution-focused, comfortable with fast-paced hiring, and capable of coaching junior recruiters.
Key Responsibilities
Own the full recruitment lifecycle from requirement intake and sourcing through screening, interviews, offer closure, and joining.
Partner closely with hiring managers and business stakeholders to understand requirements, priorities, timelines, and talent availability.
Develop and execute role-specific sourcing and hiring strategies based on skill, seniority, location, and market availability.
Build strong pipelines for niche, senior, and hard-to-fill roles across multiple technology domains.
Source talent through LinkedIn, job portals, referrals, databases, networking, and other relevant channels.
Drive hiring with a strong focus on speed, pipeline health, quality, and offer-to-join conversion.
Conduct effective candidate screening and assess skills, experience, motivation, compensation, availability, and role alignment.
Proactively identify hiring challenges and provide talent-market insights and alternative sourcing strategies to stakeholders.
Manage multiple open positions simultaneously while maintaining clear priorities and hiring timelines.
Maintain accurate recruitment data and use funnel metrics to identify bottlenecks and improve hiring outcomes.
Build strong candidate relationships and ensure a positive candidate experience throughout the hiring process.
Coach and guide junior recruiters on sourcing, screening, candidate engagement, and recruitment best practices.
Contribute to improving recruitment processes, sourcing approaches, and overall team effectiveness.
Requirements
Required Skills & Qualifications
4–6 years of experience in Talent Acquisition / Recruitment, preferably within technology, consulting, or a fast-paced hiring environment.
Proven experience managing the complete recruitment lifecycle independently.
Strong stakeholder management and hiring-manager partnership skills.
Hands-on experience hiring across multiple technologies and skill areas.
Demonstrated experience in niche, senior, and difficult-to-fill hiring.
Strong sourcing and talent-mapping capabilities across multiple channels.
Ability to develop effective sourcing and hiring strategies based on market conditions.
Strong communication, negotiation, influencing, and candidate engagement skills.
Ability to manage multiple priorities and consistently deliver against time-sensitive hiring goals.
Data-driven approach with an understanding of recruitment funnel metrics and hiring performance.
Experience working with global stakeholders or distributed hiring teams.
Exposure to hiring across different locations, talent markets, or GCC/consulting environments.
Experience using ATS, LinkedIn Recruiter, recruitment analytics, and AI-enabled sourcing tools.
Experience mentoring or coaching junior recruiters.
Strong understanding of technology talent markets and emerging skills.
Experience handling high-volume or fast-paced hiring with aggressive closure timelines.
Signs you may be a great fit
Impact: Play a pivotal role in shaping a rapidly growing venture studio.
Culture: Thrive in a collaborative, innovative environment that values creativity and ownership.
Growth: Access professional development opportunities and mentorship.
Benefits: Competitive salary, health/wellness packages, and flexible work options.
