Talent Acquisition Strategist

About Us: Building a Next-Gen Talent Engine

We're not just hiring; we're architecting the team that will define our future. We believe that exceptional talent is our greatest competitive advantage, and we're building a talent engine from the ground up to find it. This isn't a traditional HR role—it's a core strategic function.

The Role: Talent Partner

We are looking for a strategic and data-obsessed Recruiter to become our founding Talent Partner. Your mission is to own the talent acquisition lifecycle and directly impact our growth by sourcing and closing exceptional, high-potential candidates.

If you're someone who sees recruiting as a blend of marketing, sales, and strategy—not just administrative processing—this is your platform to build something remarkable.

What You Will Own & Execute

• End-to-End Recruitment: Take full ownership of the hiring lifecycle for multiple roles, from initial briefing to offer negotiation and onboarding.
• Strategic Hiring Collaboration: Partner directly with department heads to define role requirements, team fit, and success metrics, acting as a true talent advisor.
• Compelling Talent Magnet Creation: Write sharp, persuasive job descriptions that don't just list requirements, but sell our vision and attract passive top-tier talent.
• Multi-Channel Sourcing Mastery: Run targeted sourcing campaigns across platforms (Naukri, LinkedIn, Indeed). We expect you to know the mechanics of each and use them strategically.
• Proactive Pipeline Development: Build and maintain a robust, evergreen talent pipeline for critical roles, ensuring we are always ahead of our hiring needs.
• Process Innovation: Continuously analyze our hiring funnel metrics (source yield, time-to-fill, offer acceptance rate) to identify bottlenecks and implement improvements.

Do You Have The Profile?

We are looking for someone who brings:

• 1-4 years of proven, hands-on experience managing full-cycle recruitment, either in an agency or a high-growth in-house team.
• A track record of successfully closing multiple roles simultaneously across different functions (e.g., Tech, Sales, Operations).
• Creativity in candidate engagement—you know how to craft a compelling outreach message that gets a reply.
• Strong operational knowledge of Naukri Resdex and LinkedIn Recruiter; you know the shortcuts and advanced search functions.
• Impeccable verbal and written communication skills.

You are the ideal candidate if you:

• Have a "Builder" mindset: You see a blank slate as an opportunity, not a problem. You don't just follow a process; you design, build, and optimize it.
• Are data-obsessed: You use funnel metrics to guide your strategy and prove your impact. You can answer "what's our time-to-fill?" without looking it up.
• Have a keen eye for talent: You excel at spotting problem-solvers and high-potential candidates, not just those who look good on paper.
• Thrive in autonomy: You are self-directed and resourceful in a fast-paced environment where the playbook is being written in real-time.

Why This Isn't Just Another Recruiting Job

• Build Your Legacy: You will be the architect of our talent engine. This is a greenfield opportunity to build processes from scratch and see your direct impact on company culture.
• Strategic Seat at the Table: You will work directly with leadership to shape talent strategy, not just execute a hiring list.
• Freedom to Experiment: We encourage you to bring new ideas, test new tools, and iterate on strategies. Your creativity is your biggest tool here.

High-Trust & High-Impact: We are a small, driven team. You will have significant autonomy and see your hires drive real business outcomes every day.

Job Type: Full-time

Pay: ₹300,000.00 - ₹500,000.00 per year

Benefits:

• Cell phone reimbursement
• Leave encashment
• Paid time off
• Provident Fund

Application Question(s):

• 1.What is the single most important metric you track to measure your personal recruiting effectiveness, and why?
• Beyond LinkedIn and Naukri, describe one creative sourcing strategy you've used to find passive candidates for a hard-to-fill role.

• A hiring manager rejects a candidate you are passionate about, citing a lack of specific experience listed in the JD. The candidate is a fast learner and a great culture fit. How do you handle this?

Work Location: In person