Leader – Talent Acquisition

Why Globalisation Excellence (GE) 

Zinnov’s Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. 

In GE, you don’t work in silos. You: 

• Own complex, end-to-end client journeys 
• Work across GCC advisory, managed services, and BOT / outsourcing models 
• Influence leadership decisions that shape long-term talent and operating strategies 

This is where strategy meets execution — and where talent plays a defining role. 

 About the Role 

As Leader – Talent Acquisition, you will lead a portfolio of strategic GCC and product-engineering client accounts, owning talent strategy, executive relationships, delivery performance, and the leadership teams that deliver outcomes. You will partner with CEOs, CTOs, CIOs, CHROs and business leaders to translate growth ambitions into executable workforce plans.

This is a multi-account leadership role, not a senior recruiting delivery position. You will anticipate business risks, challenge assumptions with market evidence, develop independent TA leaders, and create repeatable capabilities that strengthen Zinnov beyond any single account.

What You’ll Do 

Portfolio TA Strategy & Workforce Planning

• Own multi-account TA strategy, workforce demand forecasts, hiring prioritization and delivery commitments across technology, engineering and functional talent.

• Advise executives on talent-market feasibility, compensation, role calibration, hiring trade-offs and scenarios; challenge unrealistic plans with evidence.

• Translate growth plans into capacity models, account operating plans, hiring forecasts and clear decisions on investments, redeployment and risk.

Strategic Talent Intelligence & Complex Hiring

• Build targeted market maps and proactive pipelines for niche engineering, AI, data, leadership and other business-critical capabilities.

• Lead sourcing strategy across research, referrals, communities, direct search, specialist partners and adjacent-skill talent pools.

• Set the strategy for complex searches and hiring drives, balancing talent quality, market realities, interview capacity and joining timelines.

Executive Stakeholder & Client Partnership

• Act as a trusted talent advisor to senior global executives, with direct accountability for confidence and outcomes across accounts.

• Lead executive business reviews with a clear point of view on progress, risks, options, trade-offs and decisions required.

• Personally lead critical account resets and escalations; restore confidence through diagnosis, corrective action, governance and sustained results.

Leadership at Scale & Capability Building

• Lead and develop Managers, Leads, recruiters, sourcers and TA operations; build successors who can independently own account delivery.

• Coach teams in technical talent advisory, structured problem-solving, sourcing, stakeholder influence and evidence-based decision-making.

• Own capacity allocation, performance standards, succession, accountability and team health across a changing portfolio of client demands.

Delivery Governance, Quality & Candidate Experience

• Establish operating mechanisms that make hiring predictable: calibrated intakes, interviewer readiness, decision SLAs and clear ownership.

• Diagnose systemic delivery gaps and improve conversion, assessment consistency, candidate quality, time-to-hire and stakeholder experience.

• Ensure disciplined offer management, post-offer engagement, onboarding handoffs and risk-based joining forecasts across accounts.

Portfolio Analytics, Forecasting & Commercial Judgment

• Own demand, funnel, joining, forecast, productivity and utilization scorecards.

• Use market and funnel data to forecast, diagnose and allocate resources.

• Manage staffing economics, utilization, vendor spend and delivery quality.

Transformation, Technology & Continuous Improvement

• Lead cross-TA transformation in analytics, AI, sourcing or governance.

• Scale reusable tools and playbooks; quantify gains across accounts.

• Improve ATS discipline, data integrity, forecasting and adoption of automation.

Employer Brand, Market Presence & Growth

• Shape GCC talent propositions with clients and brand teams.

• Apply market insights to client launches and leadership searches.

• Support client growth and retention through trusted advisory and strong delivery.

 What You Bring 

 Qualifications & Experience 

• 15+ years in TA, including strategic account or portfolio leadership.

• Proven GCC, product and engineering hiring at senior levels.

• Proven multi-account ownership, account recovery and measurable results.

• Experience leading leaders, capacity planning, TA analytics and commercial decisions.

 Key Skills 

• Strategic workforce planning, multi-account leadership and executive-level talent advisory.

• Credible CEO/CTO/CHRO,CIO engagement; confident, concise communication and constructive challenge.

• Leadership development, succession planning, performance management and scaling through others.

• Funnel analytics, market intelligence, forecasting, capacity and utilization economics.

• Account recovery, delivery governance, quality-of-hire discipline and candidate experience.

• Complex technology sourcing, transformation leadership and repeatable TA capability building.

What Success Looks Like –

• Predictable delivery and trusted executive relationships across multiple strategic accounts

• Workforce plans grounded in market evidence, capacity and commercial realities

• Early identification and resolution of risks before client escalation

• Managers and Leads independently owning account outcomes and stakeholder governance

• Measurable improvements in hiring conversion, productivity and candidate experience

• Accurate portfolio forecasting, utilization visibility and evidence-based hiring investment

• Reusable TA technology, AI and analytics mechanisms adopted across accounts

• Strong client retention, vendor governance and sustainable account economics

• Organization-wide capability building and sustained Director-level business impact