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Talent Sourcing Senior Specialist

Cisco

Full time
Location
Bangalore
Work mode
Not stated
Salary
₹3.5L – ₹9.3L a year estimatetypical for HR & Recruitment Jobs in Bangalore, 59 posts
Posted 10 days ago

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Job description

The application window is expected to close on: 11/21/2026&xa;&xa;Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.&xa; Meet the Team You will be joining a high-impact, globally connected talent acquisition team operating at the heart of our APJC growth strategy. We operate as a strategic engine for the region, partnering closely with business leaders to identify and attract the innovators who will define the future of technolog…

Job market insights

₹3.5L – ₹9.3L advertised yearly salary for HR & Recruitment Jobs in Bangalore (middle half of 59 posts that show a salary; median ₹6L)
88 more open jobs at Cisco

Most HR & Recruitment Jobs posts in Bangalore ask for 3–6 years of experience (35% of 220 that say).

Hiring most for HR & Recruitment Jobs in Bangalore

  • BSR & Co14 open jobs
  • Northern Trust12 open jobs
  • Accenture9 open jobs

From live job posts on CoreHRx, updated 11 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 Talent Sourcing Senior Specialist job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3.5L – ₹9.3L a year (typical for HR & Recruitment Jobs in Bangalore, 59 posts).

Where is this job based?

In Bangalore.

What kind of job is this?

It is a full time job.

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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