Talent Sourcing Team Leader

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  • Location:
    Bangalore, India
  • Area of Interest
    Human Resources
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1435984

We're looking for an exceptional Talent Sourcing Lead to play a key role in our regional talent acquisition efforts, focusing on the dynamic India region. This position will be at the forefront of our talent sourcing initiatives, and we're excited to find someone who can inspire and guide our team of talented sourcers. 

 

What You’ll Do

As a Talent Sourcing Lead, you'll manage and mentor a team of sourcers, developing and executing strategic sourcing strategies to attract top talent across the India as location. Your leadership skills will be crucial in shaping our talent sourcing landscape, and we're looking for someone who is not just a manager, but a visionary leader with a deep understanding of sourcing techniques and regional expertise. This role will primarily focus on team management, however, approximately 30% of the responsibilities will be dedicated to sourcing and building pipeline for Director-level and higher roles.

 

Responsibilities include: 

  • Lead and Manage: Oversee a high-performing talent sourcing team covering India. 
  • Strategic Planning: Develop and implement effective sourcing strategies aligned with business objectives. 
  • Team Development: Coach team members on sourcing techniques and best practices. 
  • Performance Analysis: Monitor and analyze sourcing metrics, providing regular reports on team performance. 
  • Market Expertise: Act as a Market and Talent Advisor, contributing to the success of the India recruitment team. 
  • Industry Insights: Stay updated on industry trends and incorporate innovative sourcing methods into strategies. 
  • Diversity and Inclusion: Focus on promoting fairness and equality in recruitment practices. 
  • Collaboration: Work with the Global Sourcing team to enhance employer branding and talent acquisition effectiveness. 
  • Sourcing Channels: Stay updated on job boards, social media, and professional networks to identify potential candidates. 
  • Senior Talent Pipeline: Support building a strong pipeline of passive and active candidates across senior roles (aprox. 30%)  

Minimum Qualifications:

  • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. 
  • Experience: Minimum 9 years of experience, with 6+ years in talent sourcing specifically and at least 3 years of leadership experience. 
  • Sourcing Expertise: Proven ability to develop and execute sourcing strategies using various tools and channels. 

Preferred Qualifications:

  • Communication Skills: Exceptional communication and interpersonal skills to engage senior stakeholders. 
  • Analytical Skills: Strong analytical skills to track and analyze sourcing metrics. 
  • Diversity Commitment: Commitment to diversity, equity, and inclusion in talent acquisition practices. 

Join Us: 

We're excited to have you join our dynamic and innovative strategic sourcing team. Together, let's push boundaries, drive impactful change, and elevate Cisco's talent acquisition strategy. This is a great time to be part of our journey—let's shape the future together! 

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (39 years strong) and only about hardware, but we’re also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!

 
Message to applicants applying to work in the U.S. and/or Canada:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter.  Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

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