Director – Technology Workforce Strategy & Fulfillment

12 years

0 Lacs

Posted:3 days ago| Platform: Linkedin logo

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Work Mode

On-site

Job Type

Full Time

Job Description

Location:

Hyderabad, Telangana (Full-time, On-site only)

Experience:

Minimum 12+ Years

Department:

Office of the CEO

Function:

Workforce Growth, Fulfillment & Delivery Readiness

About This Role

BlitzenX is scaling and we’re not slowing down. We don’t just need recruiters or resource managers. We need a

battle-tested executor

who lives in the trenches of hiring, understands client urgency, and brings end-to-end control over workforce deployment.As the

Director – Technology Workforce Strategy & Fulfillment

, you will be the

CEO’s strategic arm

in aligning hiring velocity, fulfillment, and delivery readiness. Your job is to ensure that the right technology talent is not just hired — but deployed, utilized, and delivering at full throttle across our client base. This isn’t a desk job or a reporting role. It’s a war room position. You’ll be dealing with live accounts, real-time hiring gaps, onboarding failure points, and unrelenting pressure to fulfill faster than the market. No excuses. No red tape. Just results.

Your Mission

  • Architect and drive our tech hiring-to-deployment engine — from candidate sourcing to billable placement.
  • Lead the Talent Fulfillment Desk — you are the one who knows who’s on bench, who’s deployable, and who’s needed for which client.
  • Build and lead an integrated Workforce Ops Squad (recruitment, onboarding, bench mgmt., delivery coordination).
  • Own all client fulfillment metrics — fill rate, time-to-fill, aging of bench, pipeline-to-placement conversion.
  • Partner with the CEO, Delivery Heads, and Sales to forecast client demands and align workforce planning to revenue.
  • Fix leakages — offers not joining, delays in onboarding, slow redeployments — and build zero-friction processes.
  • Drive passive hiring, pipeline marketing, referral loops, vendor SLAs, and alternate sourcing. Stop relying on job boards.

What You Will Own (End-to-End)

Technology Hiring Strategy

  • Own technology workforce demand planning — current + projected needs across portfolios.
  • Lead structured hiring campaigns for Java, .NET, Guidewire, Salesforce, QA, Data Engineering, DevOps, and Infra roles.
  • Build a 3-month rolling hiring funnel aligned with delivery and sales targets.
  • Define and track velocity KPIs: CVs/day, interviews/week, time-to-offer, time-to-join.

Fulfillment & Deployment

  • Maintain a live resource dashboard: bench, upcoming roll-offs, deployable talent, and unfulfilled roles.
  • Lead weekly fulfillment calls with Sales + Delivery — solve for client gaps, not internal optics.
  • Align supply with demand in real-time. Fix the “offer accepted but no join” problem with pre-boarding rigor.

Onboarding & Workforce Integration

  • Collaborate tightly with HR, Recruitment Ops, and Facility to ensure Day 0 readiness.
  • Reduce onboarding failures and ghosting. Drive structured communication pre- and post-offer.
  • Own 30-60-90 day productivity plans post-joining — no warm bodies on the bench.

Client-Facing Coordination

  • Partner directly with account managers and delivery heads to forecast talent needs per client.
  • Respond in real time to urgent ramp-ups. Present fulfillment plans to clients if needed.
  • Build client confidence by showcasing hiring agility and delivery readiness.

Team & Process Leadership

  • Build a lean, accountable team (recruiters, workforce planners, onboarding execs).
  • Enforce SLAs across internal recruitment, vendor partners, and operations.
  • Automate reporting, reduce manual chases, and bring discipline to every function.

You Will Thrive Here If You...

  • Have 12+ years in IT services or staffing leadership — with deep experience in hiring technology talent.
  • Have managed client fulfillment or bench strategy in mid/large-scale consulting orgs (100–500 consultants).
  • Know how to forecast hiring with delivery — not just post roles and pray.
  • Have led teams and functions — not just requisitions.
  • Live in Excel/Sheets, JIRA, Monday.com, ATS, and dashboards.
  • Can operate in extreme clarity, accountability, and pressure from leadership.
  • Want to move from “Recruitment Head” to future COO or Delivery Leader.

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