Senior HR Recruiter- US Healthcare

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    "description_html": "<p></p><table border=\"1\" dir=\"ltr\"><tbody><tr><td><p>Department </p><p>Human Resources </p></td><td><p>Location </p><p>Gurugram, India </p></td><td><p>Experience </p><p>5 – 8 Years </p></td><td><p>Education </p><p>MBA Required </p></td><td><p>Employment </p><p>Full-Time </p></td></tr></tbody></table><p></p><p>Role Overview </p><p>This is not a transactional recruiting role. We are looking for a strategic talent hunter who will own end-to-end hiring for niche, senior, and leadership profiles — the kind of people who are hard to find, rarely active on job boards, and worth the effort. </p><p></p><p>As our Senior Recruiter, you will be a trusted partner to business leaders, designing forward-looking talent pipelines for critical roles before the need becomes urgent. You will build teams — not just fill seats — and your impact will be visible at the highest levels of the organization. </p><p></p><p>Key Responsibilities </p><p>Leadership & Niche IT & Non IT Hiring </p><ul><li><p>Own full-cycle recruitment for senior individual contributor, managerial, and leadership niche IT and non IT roles across all business functions. </p></li></ul><ul><li><p>Collaborate with BU heads and C-suite to define sharp, nuanced hiring briefs that go beyond job descriptions. </p></li></ul><ul><li><p>Manage executive-level candidate relationships with discretion and professionalism. </p></li></ul><p></p><p>Outbound Sourcing & Headhunting </p><ul><li><p>Drive proactive, outbound talent acquisition via LinkedIn Recruiter, industry communities, alumni networks, and targeted direct outreach. </p></li></ul><ul><li><p>Minimal dependence on inbound applications or job portals such as Naukri — ability to find passive candidates is a core expectation. </p></li></ul><ul><li><p>Write compelling, personalised outreach messages that earn responses from high-value passive candidates. </p></li></ul><p></p><p>Industry Mapping & Talent Intelligence </p><ul><li><p>Build detailed talent maps for key roles — identifying target companies, relevant titles, career trajectories, and talent movement patterns. </p></li></ul><ul><li><p>Track competitor hiring activity and flag emerging talent pools relevant to Neolytix's growth needs. </p></li></ul><ul><li><p>Maintain a continuously updated, warm pipeline of pre-qualified candidates for critical roles. </p></li></ul><p></p><p>Stakeholder Partnership </p><ul><li><p>Function as a true talent advisor — challenge briefs when needed, bring market insights, and manage hiring manager expectations proactively. </p></li></ul><ul><li><p>Report on pipeline health, time-to-fill, source effectiveness, and offer acceptance rates with data-driven clarity. </p></li></ul><p></p><p>Employer Branding & Candidate Experience </p><ul><li><p>Champion a best-in-class candidate experience that reflects Neolytix's values throughout the hiring process. </p></li></ul><ul><li><p>Contribute to Neolytix's presence on LinkedIn and relevant platforms to attract top talent organically. </p></li></ul><ul><li><p>Represent the Neolytix brand with conviction when engaging prospective candidates. </p></li></ul><p></p><p>Mandatory Requirements </p><table border=\"1\" dir=\"ltr\"><tbody><tr><td><p>Criteria </p></td><td><p>Requirement </p></td></tr><tr><td><p>Education </p></td><td><p>MBA from a recognised institution  </p></td></tr><tr><td><p>Experience </p></td><td><p>5 to 8 years in talent acquisition, with at least 3 years in leadership or senior-level hiring </p></td></tr><tr><td><p>Hiring Depth </p></td><td><p>Demonstrated success in placing niche roles </p></td></tr><tr><td><p>Sourcing </p></td><td><p>Strong outbound and headhunting expertise — not reliant on job portals </p></td></tr><tr><td><p>Methodology </p></td><td><p>Proficiency in industry mapping, Boolean search, and talent intelligence tools </p></td></tr><tr><td><p>Communication </p></td><td><p>Excellent written and verbal communication skills in English </p></td></tr></tbody></table><p></p><p>You Are the Right Fit If You... </p><p>Green Flags — We Want to Hear From You If: </p><ul><li><p>Have placed Director, VP, or CXO-level profiles and can clearly articulate how you found them </p></li></ul><ul><li><p>Know how to build a target company list, map talent within it, and execute multi-touch outreach campaigns </p></li></ul><ul><li><p>Have a strong and intentionally cultivated LinkedIn network — and know how to activate it </p></li></ul><ul><li><p>Think like a talent advisor, not a coordinator  </p></li></ul><ul><li><p>Are motivated by the challenge of finding people others cannot, in industries that demand it </p></li></ul><p></p><p>What We Offer </p><ul><li><p>A high-visibility, high-impact role at a company in growth mode — your hiring decisions shape the org chart </p></li></ul><ul><li><p>Direct access to senior leadership and a seat at the table on organisational strategy </p></li></ul><ul><li><p>Autonomy to build your process, your tools, and your pipeline — we trust results, not micromanagement </p></li></ul><ul><li><p>A merit-driven culture where performance earns opportunity, regardless of tenure </p></li></ul><ul><li><p>Competitive compensation commensurate with experience </p></li></ul>",
    "description_text": "Department\n Human Resources\n Location\n Gurugram, India\n Experience\n 5 – 8 Years\n Education\n MBA Required\n Employment\n Full-Time\n Role Overview\n This is not a transactional recruiting role. We are looking for a strategic talent hunter who will own end-to-end hiring for niche, senior, and leadership profiles — the kind of people who are hard to find, rarely active on job boards, and worth the effort.\n As our Senior Recruiter, you will be a trusted partner to business leaders, designing forward-looking talent pipelines for critical roles before the need becomes urgent. You will build teams — not just fill seats — and your impact will be visible at the highest levels of the organization.\n Key Responsibilities\n Leadership & Niche IT & Non IT Hiring\n Own full-cycle recruitment for senior individual contributor, managerial, and leadership niche IT and non IT roles across all business functions.\n Collaborate with BU heads and C-suite to define sharp, nuanced hiring briefs that go beyond job descriptions.\n Manage executive-level candidate relationships with discretion and professionalism.\n Outbound Sourcing & Headhunting\n Drive proactive, outbound talent acquisition via LinkedIn Recruiter, industry communities, alumni networks, and targeted direct outreach.\n Minimal dependence on inbound applications or job portals such as Naukri — ability to find passive candidates is a core expectation.\n Write compelling, personalised outreach messages that earn responses from high-value passive candidates.\n Industry Mapping & Talent Intelligence\n Build detailed talent maps for key roles — identifying target companies, relevant titles, career trajectories, and talent movement patterns.\n Track competitor hiring activity and flag emerging talent pools relevant to Neolytix's growth needs.\n Maintain a continuously updated, warm pipeline of pre-qualified candidates for critical roles.\n Stakeholder Partnership\n Function as a true talent advisor — challenge briefs when needed, bring market insights, and manage hiring manager expectations proactively.\n Report on pipeline health, time-to-fill, source effectiveness, and offer acceptance rates with data-driven clarity.\n Employer Branding & Candidate Experience\n Champion a best-in-class candidate experience that reflects Neolytix's values throughout the hiring process.\n Contribute to Neolytix's presence on LinkedIn and relevant platforms to attract top talent organically.\n Represent the Neolytix brand with conviction when engaging prospective candidates.\n Mandatory Requirements\n Criteria\n Requirement\n Education\n MBA from a recognised institution\n Experience\n 5 to 8 years in talent acquisition, with at least 3 years in leadership or senior-level hiring\n Hiring Depth\n Demonstrated success in placing niche roles\n Sourcing\n Strong outbound and headhunting expertise — not reliant on job portals\n Methodology\n Proficiency in industry mapping, Boolean search, and talent intelligence tools\n Communication\n Excellent written and verbal communication skills in English\n You Are the Right Fit If You...\n Green Flags — We Want to Hear From You If:\n Have placed Director, VP, or CXO-level profiles and can clearly articulate how you found them\n Know how to build a target company list, map talent within it, and execute multi-touch outreach campaigns\n Have a strong and intentionally cultivated LinkedIn network — and know how to activate it\n Think like a talent advisor, not a coordinator\n Are motivated by the challenge of finding people others cannot, in industries that demand it\n What We Offer\n A high-visibility, high-impact role at a company in growth mode — your hiring decisions shape the org chart\n Direct access to senior leadership and a seat at the table on organisational strategy\n Autonomy to build your process, your tools, and your pipeline — we trust results, not micromanagement\n A merit-driven culture where performance earns opportunity, regardless of tenure\n Competitive compensation commensurate with experience",
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