Accenture is a global professional services company with leading capabilities in digital, cloud, and security. Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song, all powered by the world's largest network of Advanced Technology and Intelligent Operations centers. Our 784,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners, and communities. Our Recruitment Centre of Excellence supports business in all aspects of talent acquisition, working in partnership with recruitment teams to develop and execute tactical sourcing strategies with the aim of generating candidates, creating talent pools, and delivering against recruitment and growth targets.

Industry: Professional Services, Information Technology, and Business Process Outsourcing

Employee Size: Large global multinational enterprise organization (784,000+ employees)

What Would You Do?

• Read, understand, and analyze client processes as per business rules as a subject matter expert and execute the process accurately and timely as a hands-on processor.

• Master the given process and help team members overcome process-related queries, escalating issues and seeking advice when faced with complex problems.

• Pay close attention to the quality of written and verbal English skills within the team.

• Create logical plans, realistic estimates, and schedules for activities or project segments.

• Ensure Local Work Instructions are followed and updated regularly, and train team members on process updates.

• Ensure process controls are followed, and maintain, validate, and update process documentations to ensure compliance.

• Participate in Knowledge Transfer of any client process and acquire in-depth knowledge of the process as a Subject Matter Expert.

• Participate in various internal or client initiatives related to the process.

• Understand existing performance metrics, how they are measured, and improvise the measurement system to make it more effective and transparent.

Team Support

• Plan proper allocation of work and support Team Lead or Manager with daily stats reporting and Management Operating System.

• Update process metrics on a daily basis and maintain Management Information Systems.

• Be available on the floor through the day to resolve process-related issues and participate in team building activities and organizational initiatives.

• Complete training need analysis for the team in a timely manner through quality reports and knowledge tests.

• Follow the Quality Check and Audit mechanism within the process to ensure delivery on Service Level Agreements.

• Ensure and maintain the security and confidentiality of client data.

• Assist in training and educating assigned team members on learning and acquiring skills in the process.

What Are We Looking For?

Essentials:

• 4 to 6 years of overall experience.

• 3+ years of recruiting experience with a similar background.

• Candidates with end-to-end recruitment experience in domestic and international markets.

• Excellent interpersonal skills with the ability to build effective relationships with internal and external stakeholders at all levels.

• Strong customer orientation and high level of responsiveness to urgent requests or troubleshooting.

• Resilience and ability to work under pressure.

• Good organizational, prioritization, and multi-tasking skills to deliver to deadlines.

• Analytical and problem-solving skills.

Desirable:

• Exposure to the BPO industry.

• Knowledge of using recruitment management systems like Taleo, Kenexa, and others.

• Experience in hiring volumes or niche skills.

• Experience of recruiting for the agro-chemical industry.

• HR Domain certification would be a plus.

• Ability to demonstrate recruitment expertise gained within a corporate in-house or agency environment including building, owning, and maintaining talent pools, sourcing candidates utilizing diverse methods, and expertise in market mapping and research.

At Fujitsu, we have been driven to create a sustainable world through innovation since 1935. Today, we lead in digital transformation globally with our 130,000 employees across 50+ countries. Global Delivery is Fujitsu's delivery engine with currently over 21,000 employees across Global Delivery Centers and an ambition to grow further in line with Fujitsu strategy. Through the ONEPeople Program, HR is becoming a truly global organization with a new organizational design and a common global platform. The Strategic HR Business Partner will function as a trusted advisor to the Service Line leadership team, focusing on strategic human capital initiatives that align with the Service Line and Fujitsu's broader business objectives, supporting Applications Service Line in driving talent management, leadership development, and change management

Industry: Information Technology, Digital Transformation, and Global Delivery Services Employee Size: Large global multinational enterprise organization (130,000+ employees)

Key Responsibilities

• Workforce Planning: Collaborate with business leaders to assess current and future talent needs, ensuring workforce plans align with business strategies and succession planning.

• Succession Planning: Lead initiatives to develop succession plans for critical roles, ensuring seamless transition and continuity in leadership.

• HR Strategy: Drive and deliver culture change into the business by working with relevant HR Centers of Excellence to apply appropriate HR interventions such as Performance Management, Talent Management, L&D, and Leadership approaches.

• Business Aspects: Work with the business to ensure strategic organizational development and change activities are built into the annual HR budget process.

• Leadership Advisory: Provide insights and data-driven recommendations to support decision-making in people management, leadership development, and cultural alignment.

• Talent Management: Drive leadership development initiatives, high-potential programs, and career progression strategies to nurture key talent.

• Change Management: Lead or support significant organizational changes including restructurings, mergers, acquisitions, and cultural transformation efforts.

• Strategic Recruitment: Work in partnership with talent acquisition teams to create hiring strategies aligned with long-term business needs.

• Leadership Development: Offer coaching and mentoring to managers and senior leaders to enhance leadership capabilities.

• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity.

• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.

• Diversity, Equity, and Inclusion: Collaborate with CoEs to implement DEI strategies and foster inclusive workplace environments.

• Risk and Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives.

Key Skills And Competencies

• Experienced in building trusted relationships at all levels and managing senior stakeholders with outstanding influencing skills.

• Strategically minded with excellent organizational skills to utilize the wider HR function for transactional support.

• Strong leadership skills to guide and coach teams, ensuring high-quality service to the business.

• Dynamic and agile with the ability to thrive in a fast-paced environment and challenge the status quo.

• Tenacious and commercially astute, partnering with the business to deliver focused people strategies.

• Adaptable and resilient with excellent presentation and communication skills.

Are you ready to trade your job for a journey? Become a FlyMate. Passion, excitement, and global collaboration are all core to what it means to be a FlyMate. At Flywire, we are on a mission to deliver the world's most important and complex payments. We use our Flywire Advantage, the combination of our next-gen payments platform, proprietary payment network, and vertical specific software, to help our clients get paid, and help their customers pay with ease, no matter where they are in the world. Flywire is a global payments enablement and software company founded over a decade ago to solve high-stakes and high-value payments. We support more than 5,100 clients across global education, healthcare, travel, and B2B industries with diverse payment methods across 240 countries and territories and more than 140 currencies. With over 1,400 global FlyMates across 15 offices worldwide, we are looking for talented professionals to join us as we continue to grow.

Industry Global Payments Enablement and FinTech Software
Employee Size Large global financial technology enterprise organization

Job Responsibilities

Own full-cycle recruitment for technical roles across APAC with a primary focus on India-based engineering hiring, including Software Engineering, Product, Data, Platform, Security, DevOps, and QA.

Partner closely with the India Technical Site Lead and senior engineering leaders to drive hiring strategy, workforce planning, and execution for Flywire's India engineering hub.

Act as an embedded talent partner to engineering leadership, providing guidance on role design, seniority calibration, market availability, and hiring tradeoffs.

Support additional hiring for GTM and G&A roles as business needs evolve.

Lead structured role intake sessions with hiring managers to define scope, expectations, technical requirements, and success criteria.

Develop and execute proactive technical sourcing strategies using LinkedIn Recruiter, Boolean search, GitHub, Stack Overflow, job boards, referrals, and targeted talent communities.

Build market maps and identify passive technical talent in competitive India and broader APAC markets.

Conduct high-quality recruiter screens with a strong understanding of technical profiles, skill depth, and experience levels.

Deliver strong, well-calibrated candidate shortlists within agreed timelines, prioritizing quality and hiring manager alignment.

Ensure a consistent and positive candidate experience through clear communication, transparency, and timely feedback.

Build and maintain robust pipelines of technical talent for both immediate hiring needs and future growth.

Serve as a Flywire brand ambassador within the India and APAC technology ecosystem.

Stay current on APAC labor market trends, compensation benchmarks, and competitor hiring activity.

Manage all candidate activity in SmartRecruiters, ensuring data accuracy, compliance, and clean process execution.

Track and report on recruiting metrics including pipeline health, time-to-hire, hiring outcomes, and funnel effectiveness.

Continuously improve recruiting processes and practices to increase efficiency, quality of hire, and scalability as Flywire grows.

Qualifications

5 to 8 years of experience in talent acquisition with deep, hands-on experience in technical recruiting.

Proven experience hiring for engineering and technical roles in fast-paced, high-growth technology or consulting environments.

Strong understanding of technical roles, modern tech stacks, and seniority distinctions across engineering disciplines.

Experience partnering directly with engineering leaders or site leads to scale technical teams in India or other high-growth delivery hubs.

Hands-on experience with applicant tracking systems, SmartRecruiters preferred, and sourcing tools such as LinkedIn Recruiter.

Strong knowledge of India and broader APAC technical talent markets and cultural nuances.

Excellent verbal and written communication skills in English; additional APAC languages are a plus.

Ability to manage multiple technical searches simultaneously while maintaining quality and prioritization.

Data-driven, organized, and comfortable using recruiting metrics to inform decisions.

Comfortable partnering with global stakeholders across time zones.

Adaptable, collaborative, and able to thrive in a dynamic, scaling environment.

HackerRank helps companies like NVIDIA, Amazon, and Microsoft hire and upskill the next generation of developers based on skills, not pedigree. Our platform is trusted by over 2500 of the world's most innovative companies to build strong engineering teams ready for what is next. Software has entered an era where humans and AI build side by side. As this shift accelerates, the definition of strong technical talent is changing. We give companies better ways to identify and invest in next-generation skills. People at HackerRank care deeply about the impact of their work and sweat the small details so our customers can be wildly successful with products they genuinely love to use. We move with urgency and believe great outcomes come from high standards. We are hiring a Global Talent Acquisition Partner who operates less like a traditional recruiter and more like a builder. This role owns Product, Engineering, and Design hiring in India with exposure to US and EMEA reqs and some GTM hiring. A lot of what we hire sits at the intersection of AI, product, and platform. Terms like RLHF, SFT, and foundation model work should already mean something to you before the intake call. On the GTM side, you should know whether a role calls for a PLG-motion seller, an enterprise AE, or a RevOps operator and understand how ARR stage and ICP shape that answer. You follow what AI-first startups are building for and bring those signals into how you run searches here.

Industry: Developer Skills and Technical Hiring Platform Employee Size: Mid-size global technology organization

What You Will Do

• Own full-cycle hiring across Product, Engineering, Design, and GTM, including select US and EMEA reqs.

• Build sourcing workflows using AI tools and agents, not inbound pipelines or third-party agencies.

• Advise hiring managers and leadership directly by bringing market data, calibrating scope, and pushing back when the brief does not hold.

• Take on ambiguous and net-new roles with no existing playbook and build one as you go.

• Present pipeline health, market insight, and hiring recommendations to senior leadership.

Who You Are

• 4 to 8 years of full-cycle recruiting, with a technical or GTM background preferred.

• High-agency by default, proposing the plan, executing it, and not waiting for a perfect brief to start.

• Builds relationships with candidates ahead of open reqs, not just to fill them.

• Actively using AI tools in sourcing and screening workflows today.

• Can hold a room with a function head or founder and present pipeline or market data without over-preparing.

• Bangalore-based, with flexibility for US time zone overlap.

The Hoxton is a series of open-house hotels, each in a neighbourhood that we love. Ever since we opened our first hotel in Shoreditch, we have never just been about offering a bed for the night. We want to be more than that, proving style does not need to be sacrificed for good value and providing a place where guests can hang out alongside the locals and submerge themselves in the neighbourhood with vibrant, welcoming public spaces. The Hoxton, Bengaluru City is opening its very first neighbourhood hotel in Asia, coming to India's Bengaluru city centre in 2026. This is a major milestone for the brand as it ventures into a new continent entirely, featuring 149 bedrooms, a vibrant all-day dining restaurant and bar in the lobby, a rooftop pool and bar, large-scale function rooms, and The Apartment, which is our unique meeting and events concept.

Industry: Hospitality, Hotels, and Lifestyle Accommodation Employee Size: Mid-size international hospitality organization

What You Will Do

• Be a true partner to the business for anything that relates to looking after their teams, providing advice and guidance.

• Implement and manage our policies, processes, and procedures, ensuring we are compliant with local employment law in all areas.

• Position our brand as an employer of choice through effective recruitment strategies that attract talent and build a talent pool for effective succession planning within the business.

• Work with heads of department on putting in place development opportunities and paths for the team.

• Keep the culture of the hotel alive by embedding The Hoxton values, promoting a fair, safe, and inclusive environment, and leading initiatives that engage and empower the team.

• Drive our talent review process from coffee chats and annual reviews through to talent and career management.

• Lead activities under Do More, our global initiative to work with local charities and community projects in the cities we call home.

• Support managers on employee relations and performance management cases.

• Work with the central team on European and Global projects and rollouts, sharing your ideas and input on how to design effective initiatives and deliver innovative solutions.

What We Are Looking For

• Individuals who want a place where they can be themselves without formal corporate molds.

• Passion for hospitality, whether that is a drink, a meal, an event, or a bed for the night.

• A drive to have a positive impact on the people you interact with, leaving them with a memorable experience.

• A down-to-earth attitude with no egos at the door and a willingness to help get things done.

• Openness to doing things differently and trying new approaches.

• A team player who works hard, supports others, and has fun along the way.

• 2+ years of experience across all aspects of human resources within the hospitality industry.

• Previous hotel opening experience is a big plus, with comfort in handling volume recruitment.

• Passionate about bringing out the best in other people and full of ideas to achieve that goal.

• Experience dealing with legal and performance issues.

The Region HR Business Partner fosters a positive work environment by building strong relationships within the region and the associated verticals, resolving workplace issues, supporting HR initiatives, and ensuring alignment with regional and global organizational policies to enhance engagement and culture.

Industry: Engineering Services and Product Development Employee Size: Large global enterprise organization

Key Responsibilities

• Employee Lifecycle Management: Manage various aspects of the employee lifecycle, from onboarding to exit, ensuring smooth transitions for employees at all stages.

• Employee Development: Support the identification of regional training needs, coordination of development programs, and tracking of employee progress to ensure alignment with business objectives.

• Performance Management: Facilitate goal setting, performance review, performance improvement plans, and the promotion process.

• Employee Engagement: Conduct various employee connect sessions, town halls, and recognition programs. Analyze feedback and report out meaningful insights. Design and implement programs that foster a fun and positive workplace culture, including team-building activities, sports, fun events, and welfare initiatives.

• HR Data and Reporting: Track and report critical HR metrics related to engagement, performance, retention, span, and human capital lifetime value. Identify trends and provide recommendations to improve HR processes.

• Employee Relations Support: Handle employee grievances, conduct preliminary investigations, and ensure appropriate corrective actions.

• Regional HR Policy and Compliance Support: Ensure adherence to HR policies, educate managers, vertical HR, and staff on compliance and regional legal requirements, and assist with audits and maintaining documentation.

• Budget Management: Support and track HR budgets for the region, ensuring cost-effectiveness and adherence to finance processes and timelines.

• Support in Organizational Changes: Help manage organizational changes and communicate these changes to employees to minimize disruption.

• Partner with HR Shared Services: Collaborate closely with HR Shared Services to streamline processes and ensure seamless delivery of HR services, enhancing overall efficiency and employee experience.

• Ad-Hoc HR Projects: Implement special projects and evaluate their effectiveness based on feedback.

Work Experience and Competencies

• 8 to 10 years of experience in HR.

• Business Acumen: Demonstrates good knowledge of the business landscape, industry trends, financial drivers, and organizational processes, using these insights to influence and drive people-related decisions.

• Data Judgment: Effectively analyzes and interprets data, showcasing sophisticated data storytelling to strategically navigate informed, evidence-based decisions that drive business outcomes.

• Strategic Consulting: Develops and executes solutions to business challenges, coaches leaders about talent implications, challenges business leaders' assumptions, and influences strategic business decisions.

• Talent Management: Owns the talent management strategy of the vertical business unit and provides strategic inputs to ensure equity and inclusion, address attrition in a competitive labor market, help managers evaluate performance without bias, and monitor employee sentiment and wellness.

• Relationship Management: Builds relationships and coordinates effectively among a wide range of stakeholders and collaborators throughout the organization, leading synergies in work and business goals.