acquisition lead

Chapal

<div>Job Information

Division: Online

Age Bracket: 25-36 years

Position Available: 1

Shift Schedule: Mon-Sat 9:00 AM-6:00 PM

Area: Block 9, Clifton 
 
Chapal is an emerging yet a globally-recognized company providing a reliable platform to deploy cloud infrastructure using high-end and purpose-built data centres. Probably having the fastest cloud platform across the world, the rapidly-growing startups and large enterprises trust Chapal to run their databases and applications with minimum latency in order to become faster, more innovative and agile. With us, the clients get to discover and break the boundaries of scalability, performance and reliability. Our platform is ideal for high-end traffic platforms where availability is critical. In short, we build custom solutions that matches the unique needs of our clients. As our client base is rapidly growing and covers every industry there is, Chapal is becoming one of the leading cloud service providers operating from Pakistan. 

Role Overview 

The Talent Acquisition Lead owns the end-to-end hiring function for the organisation. This is a founding-level individual contributor role, there is no team beneath you on day one. 
You are responsible for designing, building and executing the entire hiring system from sourcing strategy to candidate evaluation and closing and for ensuring that every hire meets a high and consistent quality bar. 
This role exists to permanently fix the persistent pattern of poor hires and unfilled roles due to over-reliance on inbound job boards. 
You are accountable not only for filling roles, but for the quality, speed and retention of every hire. 
You operate with full autonomy and have final authority over hiring process standards and candidate quality decisions. 

Job Responsibilities

1. Talent Sourcing &amp; Pipeline Building
<ul>
<li>Design and own a proactive sourcing strategy for every open role, no reliance on inbound applications</li>
<li>Identify and use the right sourcing channels per role (LinkedIn outreach, communities, referrals, niche platforms)</li>
<li>Build and maintain continuous pipelines for recurring and future roles</li>
<li>Ensure majority of hiring comes from outbound sourcing, not passive applications</li>
</ul>
2. Hiring Process Ownership
<ul>
<li>Own the full hiring lifecycle: role brief sourcing screening assessment interview offer close</li>
<li>Define role requirements and success criteria with stakeholders before hiring begins</li>
<li>Design and administer structured assessments to test real capability</li>
<li>Conduct structured interviews with clear evaluation criteria</li>
<li>Own and maintain a professional and efficient candidate experience end-to-end</li>
</ul>
3. Quality Control &amp; Standards
<ul>
<li>Enforce strict hiring standards, never compromise quality to fill positions</li>
<li>Reject candidates who do not meet defined criteria regardless of urgency</li>
<li>Conduct deep reference checks beyond surface-level validation</li>
<li>Ensure consistency and fairness across all hiring decisions</li>
</ul>
4. System &amp; Process Building
<ul>
<li>Own and manage the Applicant Tracking System (ATS): configuration, data hygiene, reporting</li>
<li>Track and improve hiring metrics: time-to-fill, conversion rates, source quality, offer acceptance</li>
<li>Document all hiring processes, evaluation frameworks and scoring systems</li>
<li>Build a hiring system that does not depend on any single individual</li>
</ul>
5. Onboarding Coordination
<ul>
<li>Coordinate onboarding with HR Operations to ensure readiness before day one</li>
<li>Ensure smooth transition from offer acceptance to productive employee</li>
</ul>
6. Employer Branding
<ul>
<li>Strengthen employer presence across relevant platforms</li>
<li>Improve inbound quality over time through better positioning</li>
<li>Write clear, compelling and accurate job descriptions</li>
</ul>
7. Function Ownership &amp; Reporting
<ul>
<li>Own hiring outcomes across all departments</li>
<li>Report weekly on pipeline, progress, risks and blockers</li>
<li>Proactively identify issues and propose solutions</li>
<li>Build and scale the hiring function, including hiring and managing recruiters when needed</li></ul> 


Success Metrics
<ul>
<li>Quality of hires (performance and retention)</li>
<li>Time to fill roles without compromising standards</li>
<li>Reduction in hiring dependency on the CEO</li>
<li>Strength and consistency of hiring process</li>
<li>Pipeline health and sourcing effectiveness</li></ul> 


Job Requirements 

Experience
<ul>
<li>4+ years of full-cycle recruitment experience</li>
<li>Proven track record of active sourcing (not job board dependency)</li>
<li>Experience hiring across multiple functions (technical, operational, specialist)</li>
<li>Experience operating independently without a recruitment team</li>
<li>Experience designing structured hiring processes and assessments</li>
<li>Karachi hiring market experience preferred</li></ul> 


Skills &amp; Competencies

Active Sourcing
<ul>
<li>Knows where and how to find the right candidates for different roles</li>
</ul>
Structured Evaluation
<ul>
<li>Applies consistent and objective assessment criteria</li>
</ul>
Commercial Awareness
<ul>
<li>Understands business context and role impact</li>
</ul>
Attention to Detail
<ul>
<li>Identifies inconsistencies and risks in candidates</li>
</ul>
Communication
<ul>
<li>Clear, professional and direct</li>
</ul>
Ownership Mindset
<ul>
<li>Proactive, self-directed, solution-oriented</li>
</ul>
Data Discipline
<ul>
<li>Tracks and uses hiring data to improve outcomes</li></ul> 


Technical Requirements
<ul>
<li>LinkedIn Recruiter / LinkedIn Premium</li>
<li>ATS management and reporting</li>
<li>Familiarity with tools like Asana, Slack, etc.</li></ul> 


Personal Attributes
<ul>
<li>High standards, does not pass weak candidates</li>
<li>Resilient under pressure</li>
<li>Direct and honest in assessments</li>
<li>Discreet with sensitive information</li>
<li>Self-managed and independent</li></ul> 


THIS ROLE IS NOT FOR YOU IF
<ul>
<li>You rely on inbound applications</li>
<li>You have never owned hiring independently</li>
<li>You require constant direction or follow-up</li>
<li>You avoid pushing back on unclear or unrealistic hiring requirements</li></ul> 


LOCATION REQUIREMENT 
<ul>
<li>Only candidates currently residing in Karachi, Pakistan or willing to relocate immediately will be considered.</li></ul> 
 
Facebook | X | Instagram | YouTube | LinkedIn | Snapchat | TikTok | Google Business</div>

Talent Acquisition Lead

Taager

<div>About Taager

Taager is a social e-commerce platform empowering individuals to start and scale their online businesses without upfront investment. We connect merchants with a wide network of suppliers, handling logistics, payments, and operations&mdash;so they can focus on selling and growing.

Role Overview

We&rsquo;re looking for a driven Business Developer &amp; Acquisition Team Lead to lead our merchant acquisition efforts, grow our seller base, and manage a team focused on onboarding high-quality merchants.

Key Responsibilities
<ul>
<li>Develop and execute outreach strategies to attract and onboard new merchants.</li>
<li>Supervise and guide the acquisition and recruiter team to achieve monthly targets.</li>
<li>Track lead performance, analyze data, and share weekly reports on progress.</li>
<li>Collaborate with marketing and growth teams to optimize lead generation and conversion.</li>
<li>Ensure accurate and up-to-date records of all leads and activated merchants.</li>
</ul>
Requirements
<ul>
<li>3&ndash;5 years of experience in business development, sales, or acquisition roles.</li>
<li>Previous experience managing or leading a team.</li>
<li>Strong analytical and reporting skills.</li>
<li>Excellent communication and stakeholder management skills.</li>
<li>Experience in e-commerce, marketplaces, or startups is a plus.</li>
</ul>
What We Offer
<ul>
<li>A dynamic and fast-paced work environment.</li>
<li>Opportunity to lead impactful initiatives and grow a team.</li>
<li>Exposure to a growing e-commerce ecosystem in the region.</li>
<li>Competitive compensation and growth opportunities.</li></ul></div>

Business Developer & Acquisition Team Lead

3M Experts

Remote Client Acquisition Specialist (Part-Time)Job Type: Part-Time (Remote) Industry: Digital Marketing Services Working Hours: Flexible Compensation: Fixed + Performance-Based (to be discussed)About the RoleWe are looking for a proactive and results-driven Client Acquisition Specialist to support a team of experienced digital marketing professionals.The focus of this role is to identify, research, and connect with international clients (UK, USA, Canada, Australia) who require digital marketing services but may not be able to afford large agencies.Key Responsibilities<ul><li>Identify and research potential international clients (SMBs, startups, entrepreneurs)</li><li>Generate qualified leads through LinkedIn, email outreach, and online research</li><li>Build and maintain a database of prospects</li><li>Initiate outreach via cold emails, LinkedIn messaging, and other channels</li><li>Qualify leads based on business needs and budget suitability</li><li>Share potential client opportunities with the team for conversion</li><li>Maintain records of outreach and responses</li></ul>Requirements<ul><li>Proven experience in lead generation, client acquisition, or business development</li><li>Strong understanding of international markets (UK, USA, Canada, Australia)</li><li>Experience with LinkedIn outreach, cold emailing, and research tools</li><li>Good communication skills (written English is a must)</li><li>Self-motivated and target-driven</li><li>Ability to work independently in a remote setup</li></ul>Preferred<ul><li>Experience in digital marketing industry (SEO, social media, ads, etc.)</li><li>Familiarity with tools like LinkedIn Sales Navigator, Apollo, or similar</li><li>Freelancers or candidates looking for part-time/remote opportunities</li></ul>Important Note<ul><li>This is a performance-focused role suited for individuals who can consistently generate quality leads</li><li>Only candidates with relevant experience should apply</li></ul>Job Type: Part-timePay: Rs20.00 - Rs22.00 per monthExpected hours: 12 per weekApplication Question(s):<ul><li>How many years of lead generation or client acquisition experience do you have?</li><li>Which markets have you worked with? (UK, USA, Canada, Australia) Please specify.</li><li>What lead generation methods have you used? (e.g., LinkedIn outreach, cold emailing, scraping, freelancing platforms, etc.)</li><li>Which tools have you used for lead generation? (e.g., LinkedIn Sales Navigator, Apollo, Hunter, ZoomInfo, etc.)</li><li>How many qualified leads can you generate per week on average?</li><li>Have you generated leads specifically for digital marketing services (SEO, social media, ads, etc.)? If yes, explain briefly.</li><li>Do you have experience targeting small businesses/startups with limited budgets? How do you identify them?</li><li>How do you ensure the leads you generate are relevant and high-quality?</li><li>Are you comfortable doing daily outreach (LinkedIn + cold emails) as part of this role?</li><li>What are your current professional commitments, and how many hours can you dedicate daily to this role?</li><li>Are you comfortable working in a performance-based role with targets?</li></ul>Work Location: Remote

Remote Client Acquisition & Lead Generation Specialist (Part-Time)

noon

<div>
 
 
 Job title:
 
 Team Leader, Seller Acquisition.
 
 
 
 Location:
 
 Arkan Plaza, El Sheikh Zaid, Giza, Egypt
 
 
 
 Reporting to:
 
 AVP, Commercial.
 
 
 
 
 
 
 About noon
 
 
 
 noon, the region's leading consumer commerce platform. On December 12th, 2017, noon launched its consumer platform in Saudi Arabia and Emirates, expanding to Egypt in February 2019. The noon ecosystem of services now includes marketplaces for food delivery, quick-commerce, fintech, and fashion. noon is a work in progress; we&rsquo;re six years in, but only 5% done.
 
 
 noon&rsquo;s mission: Every door, every day.
 
 
 
 
 
 
 What you'll do:
 
 
 
 Team noon has some of the fastest, smartest, and hardest-working people we've encountered. With a young, aggressive, and talented team, we're driving major missions forward.
 
 
 We are looking for a high-energy Seller Acquisition Lead to drive the acquisition of new sellers onto our e-commerce platform. This is a field-based (outdoor sales) role focused on identifying, approaching, and acquiring sellers from any product category, as long as they are capable of selling online.
 
 <ul>
 <li>
 Lead and execute outdoor sales activities to acquire new sellers across Egypt
 </li>
 <li>
 Identify potential sellers (SMEs, shops, distributors, independent sellers) and pitch the value of selling on noon&rsquo;s platform
 </li>
 <li>
 Onboard sellers end-to-end, ensuring they understand platform processes, requirements, and benefits
 </li>
 <li>
 Manage, coach, and motivate the seller acquisition team to achieve daily, weekly, and monthly targets
 </li>
 <li>
 Track team performance and report acquisition metrics and pipeline status
 </li>
 <li>
 Build strong relationships with sellers and act as a trusted point of contact during onboarding
 </li>
 <li>
 Collaborate with internal teams (operations, onboarding, commercial, support) to ensure smooth seller activation
 </li>
 <li>
 Continuously optimize acquisition strategies based on market feedback and performance data
 </li>
 </ul>
 
 
 
 
 
 What you'll need:
 
 
 <ul>
 <li>
 5+ years of proven outdoor/field sales experience, preferably in FMCG, telecom, fintech, logistics, or e-commerce
 </li>
 <li>
 Previous experience in team leadership or supervisory roles is a strong plus
 </li>
 <li>
 Strong negotiation, communication, and persuasion skills
 </li>
 <li>
 Comfortable working in a target-driven, fast-paced environment
 </li>
 <li>
 Ability to engage sellers from any industry or product category
 </li>
 <li>
 Good understanding of e-commerce concepts and digital platforms (or strong willingness to learn)
 </li>
 <li>
 Self-motivated, resilient, and results-oriented
 </li>
 <li>
 Experience in seller/vendor acquisition or marketplace businesses
 </li>
 <li>
 Data-driven mindset with basic reporting and tracking skills
 </li>
 <li>
 Strong problem-solving and objection-handling abilities
 </li>
 <li>
 Willing to travel regularly within Egypt
 </li>
 </ul>
 
 
 
 
 
 Who will excel?
 
 
 <ul>
 <li>
 We&rsquo;re looking for people with high standards, who understand that hard work matters.
 </li>
 <li>
 You need to be relentlessly resourceful and operate with a deep bias for action.
 </li>
 <li>
 We need people with the courage to be fiercely original.
 </li>
 <li>
 noon is not for everyone; readiness to adapt, pivot, and learn is essential.
 </li>
 </ul>
 
 
 
 
 Is that you?
 
</div>

Team Leader, Seller Acquisition

Catalyst Labs

<div>
 
 About the job Recruiter / Talent Acquisition Junior / Senior / Lead
 
 
 
 
 About Us
 
 
 
 Catalyst Labs is a specialized talent agency with a specialized vertical in Recruitment, People Operations, and Talent Acquisition. We embed ourselves directly into our clients&rsquo; hiring infrastructure functioning as an extension of their internal talent teams and leadership, not as an external vendor.
 
 
 We work closely with Founders, CHROs, Heads of People, and Talent Acquisition Leads across Tier 1 VCbacked startups, scaling technology companies, investment entities, and enterprise organizations. Our clients are building high-performance teams across engineering, product, finance, GTM, and operations and they rely on disciplined, data-driven recruiters who understand speed, quality, and stakeholder alignment.
 
 
 We take pride in facilitating conversations that match your recruiting expertise, operational rigor, and strategic understanding of the people function.
 
 This is a general / expression of interest therefore by submitting your CV, you will be considered for upcoming roles with our clients.
 
 
 
 
 Locations:
 
 Most of our client base is concentrated in California, New York, select hubs across Europe and the UK.
 
 
 
 Who Can Apply:
 
 We welcome Recruitment and People professionals with demonstrated experience in internal talent teams, embedded recruiting functions, reputable staffing agencies, or HR/People departments within respected organizations.
 
 
 
 Experience:
 
 From early-career recruiters and talent coordinators to senior talent partners, lead recruiters, and people operations managers.
 
 
 
 General Requirements By Role
 
 
 
 <ul>
 <li>
 Proven experience managing full-cycle recruitment sourcing, screening, stakeholder alignment, interviewing, and closing candidates.
 </li>
 <li>
 Background in a reputable internal talent team, a Tier 1 agency, a venture-backed startup, or a high-caliber corporate HR environment.
 </li>
 <li>
 Strong understanding of modern recruiting fundamentals, including structured interviewing, scorecards, competency-based assessments, and hiring manager alignment.
 </li>
 <li>
 Hands-on experience in at least one major recruiting specialty:
 </li>
 <ul>
 <li>
 Technical Recruiting (AI/ML, engineering, product)
 </li>
 <li>
 GTM &amp; Sales Hiring
 </li>
 <li>
 G&amp;A Recruitment (Finance, HR, Ops)
 </li>
 <li>
 Executive Search
 </li>
 <li>
 High-volume or campus recruiting
 </li>
 <li>
 International/remote hiring strategies
 </li>
 </ul>
 <li>
 Familiarity with modern Talent and PeopleOps tooling:
 </li>
 <ul>
 <li>
 ATS platforms (Greenhouse, Lever, Ashby)
 </li>
 <li>
 Sourcing tools &amp; automation
 </li>
 <li>
 CRM and pipeline engagement systems
 </li>
 <li>
 Hiring analytics, dashboards, and funnel metrics
 </li>
 <li>
 Onboarding workflows and HRIS systems
 </li>
 </ul>
 <li>
 Experience building partnerships with hiring managers, advising on role design, and refining hiring processes.
 </li>
 <li>
 Strong research and sourcing capabilities beyond LinkedIn using advanced search methods, market mapping, and competitor analysis.
 </li>
 <li>
 Ability to manage candidate experience with professionalism, clarity, and speed.
 </li>
 <li>
 Experience in People Operations (policies, onboarding, retention, culture, performance cycles) is a strong plus.
 </li>
 <li>
 Candidates with a track record of high-quality placements, reduction of time-to-fill, process optimization, or scaling teams in fast-paced environments will stand out.
 
 </li>
 </ul>
 
 Why Work With Us?
 
 
 
 <ul>
 <li>
 Leverage the relationships we&rsquo;ve built with CHROs, Heads of Talent, and leadership across multiple industries.
 </li>
 <li>
 Work with recruiters who understand modern recruiting funnels, sourcing strategies, close mechanics, not outdated HR scripts.
 </li>
 <li>
 We prioritize your confidentiality and privacy throughout the recruitment process.
 </li>
 <li>
 No spamming.
 </li>
 <li>
 Support refining your resume specifically for the roles we shortlist you for.
 </li>
 <li>
 Direct communication channels bypass gate keepers and speak directly with hiring managers and decision-makers.
 </li>
 <li>
 Insight on compensation structures across companies, including performance-based bonuses, hybrid recruiter/PeopleOps roles, and internal vs. embedded tracks.
 </li>
 </ul>
</div>

Recruiter / Talent Acquisition Junior / Senior / Lead

Senior Talent Acquisition Manager

AEG Consulting

Job Title: Recruitment ManagerJob DescriptionThe Recruitment Manager is responsible for planning, managing, and executing the end-to-end recruitment process to attract, assess, and hire top talent. The role involves leading the recruitment team, developing hiring strategies, managing client requirements, and ensuring timely fulfillment of vacancies&mdash;especially in high-volume or overseas recruitment environments.Key ResponsibilitiesRecruitment Strategy &amp; Planning<ul><li>Develop and implement effective recruitment strategies to meet organizational and client hiring needs</li><li>Manage workforce planning in coordination with internal departments or external clients</li><li>Handle bulk hiring and overseas recruitment campaigns where required</li></ul>Talent Acquisition &amp; Execution<ul><li>Oversee the full recruitment lifecycle: job posting, sourcing, screening, interviewing, selection, and onboarding</li><li>Ensure timely closure of vacancies within defined turnaround time (TAT)</li><li>Utilize multiple sourcing channels (job portals, social media, headhunting, referrals)</li></ul>Client &amp; Stakeholder Management<ul><li>Coordinate with B2B clients, OEP partners, and hiring managers to understand job requirements</li><li>Maintain strong relationships with clients for repeat business and new opportunities</li><li>Provide regular recruitment updates, reports, and pipeline status</li></ul>Education<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field</li><li>Master&rsquo;s degree or HR certifications (preferred)</li></ul>Experience<ul><li>Minimum 4&ndash;6 years of recruitment experience</li><li>At least 2&ndash;3 years in a managerial or team lead role</li></ul>Salary: Market CompetitivePay: Rs200,000.00 - Rs250,000.00 per monthWork Location: In person

Recruitment Manager

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