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Senior Recruiter - Talent Aquisition

Talisman HR Solutions

Full time
Location
Mumbai
Work mode
Not stated
Salary
₹5–6 LPA
Posted 7 days ago

You apply on Talisman HR Solutions' website. CoreHRx takes you there after you sign in.

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Job description

Job Description: Job Summary We are seeking a dynamic and result-oriented Senior Recruiter to manage end-to-end recruitment activities for a wide range of positions. The ideal candidate should have strong sourcing capabilities, hands-on experience with leading job portals, and the ability to efficiently handle lateral hiring requirements while ensuring a seamless candidate experience. Key Responsibilities Manage the complete recruitment lifecycle, from sourcing candidates to onboarding. Handle …

Job market insights

₹3L – ₹7.2L advertised yearly salary for HR & Recruitment Jobs in Mumbai (middle half of 73 posts that show a salary; median ₹5.5L)
12 more open jobs at Talisman HR Solutions

Most HR & Recruitment Jobs posts in Mumbai ask for 3–6 years of experience (37% of 43 that say).

Hiring most for HR & Recruitment Jobs in Mumbai

  • Citigroup6 open jobs
  • Collinson Group5 open jobs
  • Marriott5 open jobs

From live job posts on CoreHRx, updated 2 Nov 2026. Skill figures count posts that list their skills; salary figures only posts that show a salary.

Questions about this job

What is the salary for this Senior Recruiter - Talent Aquisition job?

The post states ₹5–6 LPA.

Where is this job based?

In Mumbai.

What kind of job is this?

It is a full time job.

How do I apply?

You apply on Talisman HR Solutions' website. CoreHRx takes you there after you sign in.

Preparing for an HR executive, recruiter, talent acquisition or HR generalist interview in India? This guide covers the questions asked most often, sample answers, the labour law basics you should know (PF, ESI, gratuity, POSH) and how freshers (MBA HR, BBA) and experienced HR professionals should prepare.

Questions you may be asked

  1. Tell me about yourself.
  2. How many positions have you closed, and for which roles?
  3. How do you source candidates for a hard-to-fill role?
  4. How do you reduce offer drop-outs?

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