About the Role

  Key Responsibilities

1.Demand–Supply Alignment

• Own end-to-end mapping of incoming client requirements (from Sales & existing accounts) with available talent
• Drive fast and optimal allocationof resources across:
  • Fixed Scope Projects (FSP)
  • Dedicated Team Model (DTM)
  • Talent on Demand (TOD)
• Ensure minimal latency between requirement → CV → onboarding

2. Workforce Planning & Forecasting

• Build and manage short-term and long-term hiring forecasts
• Translate sales pipeline + active deals into hiring demand
• Identify skill gaps early and trigger proactive hiring or upskilling
• Maintain a live view of capacity vs demand

3. Talent Pool & Bench Management

• Own the quality and readiness of bench resources
• Continuously evaluate:
  • Skill relevance
  • Deployment readiness
  • Performance signals (IC feedback, rejections, etc.)
• Ensure bench resources are actively upskilled and project-ready

4. Onboarding & Offboarding Excellence

• Ensure smooth and fast onboarding of resources to projects
• Optimize offboarding and redeployment cycles to minimize idle time
• Drive standardization of onboarding processes across verticals

5.  Utilization & Revenue Optimization

• Track and improve:
  • Utilization % across teams
  • Bench size & aging
  • Revenue leakage due to unallocated capacity
• Partner with leadership to maximize billable utilization

6.  Cross-Functional Coordination

• Act as a bridge between:
  • Sales (new demand)
  • Account Managers (existing clients)
  • Delivery Heads (execution)
  • Talent / Hiring teams
• Bring visibility and structure across all moving parts

7.  Data, Reporting & Insights

• Build dashboards and reports for:
  • Open vs fulfilled requirements
  • Talent availability by skill
  • IC funnel (scheduled / cleared / rejected)
  • Hiring pipeline vs demand
• Drive data-backed decision making for leadership

 Key Metrics (Success KPIs)

• 🔼 Overall Utilization %
• 🔽 Bench size & bench aging
• ⏱ Time to fulfill requirements
• 🔼 CV-to-selection ratio
• 🔼 Forecasting accuracy (Demand vs Hiring)
• 🔼 Revenue per resource
• 🔽 Missed opportunities due to lack of readiness

 Ideal Candidate Profile

• 4–8 years of experience in:
  • Program Management / Business Operations / Staffing / Delivery Ops
• Strong understanding of:
  • IT services / consulting / staffing models
• Proven ability to:
  • Manage complex cross-functional workflows
  • Work with data, dashboards, and forecasting
• High ownership mindset with problem-solving orientation
• Comfortable working in a fast-paced, high-growth environment