Job Description

About Us

Qrata is an AI-powered talent platform connecting Indian tech professionals with global startups and companies. We work behind the scenes to help impact-led founders build mission-aligned teams--the kind of work that leaves something meaningful behind.

We're not a typical recruitment agency. Our "talent advisors" model combines AI-powered matching with high-touch guidance, resulting in a 95% retention rate and rapid deployment capabilities. We help founders make people decisions that don't come with a reset button.

The Role

We're looking for someone who wants to switch into recruiting--not because they're trying to escape their current job, but because they're drawn to the work itself.

Maybe you've been the person helping new team members settle in. Maybe you're the one people come to when they're thinking about their next move. Maybe you've hired before in a non-HR capacity and realized you're better at reading people than you thought.

This role is for someone who wants to learn recruiting properly--from sourcing and screening to closing and onboarding--while working on searches that actually matter. You'll be supporting our internal talent acquisition function and occasionally working with clients who need help building their early teams.

This isn't a BPO role where you're just scheduling interviews and updating spreadsheets. You'll be learning to make judgment calls, spot potential that others miss, and understand what makes someone a fit beyond their resume.

What You'll Do

Learn the craft of recruiting (with real stakes)

Support full-cycle recruitment across roles--from initial sourcing to offer negotiation Conduct phone screens and first-round interviews under guidance and feedback Learn to assess candidates beyond credentials--looking for alignment, potential, and character Get trained on interviewing techniques that reveal how people actually work

Source talent in creative ways

Go beyond LinkedIn--learn to find great people in unexpected places Build Boolean searches that actually work Tap into communities, networks, and referrals Understand why the best candidates aren't always actively looking

Build relationships, not transactions

Own candidate communication from first touch to final decision Learn how to close candidates (and when not to push) Handle rejections with care--every "no" is a chance to leave a good impression Maintain pipelines for future roles

Contribute to how we work

Document what you're learning so others can benefit Suggest improvements to our processes Shadow client meetings and talent advisor calls Learn the business side of recruiting, not just the execution

You Might Be a Fit If

You're switching careers intentionally

You've thought about why recruiting specifically, not just "anything new" You're comfortable starting over and being a beginner again You're willing to learn the hard parts, not just the interesting parts You understand this is a career shift that requires real commitment

You have transferable skills (even if you don't call them that)

You've worked in client-facing, operations, project management, sales, or customer success roles You're used to managing multiple stakeholders and conflicting priorities You've had to make judgment calls with incomplete information You know how to build rapport quickly and earn trust over time

You're a strong communicator

You can write clearly--emails, messages, summaries that people actually read You're comfortable on calls and know how to ask questions that matter You can adapt your style based on who you're talking to You know the difference between being friendly and being professional

You're drawn to people decisions

You're curious about what makes people tick You've noticed patterns in who succeeds and who struggles in different environments You care about getting it right, not just getting it done You understand that hiring wrong has real consequences

You're okay with ambiguity

You don't need a perfect playbook to get started You can handle "figure it out" as a valid answer sometimes You're comfortable asking for help when you need it You see feedback as a gift, not a criticism

What You'll Learn

This isn't just a job--it's an apprenticeship in making people decisions.

Hard skills:

Full-cycle recruiting (sourcing, screening, interviewing, closing, onboarding) Boolean search and sourcing techniques ATS and recruiting tools Candidate assessment frameworks Salary negotiation and offer management Employer branding and talent marketing

Judgment and intuition:

When to trust a gut feeling vs. when to wait for more data How to spot red flags that don't show up on paper What "culture fit" actually means (and when it's code for something else) How to balance speed with quality When to push back on hiring managers and when to trust their judgment

Business context:

How recruiting ties to company growth and retention Why some roles are harder to fill than others What makes candidates say yes (and why money isn't always enough) How startup hiring is different from corporate hiring

What We're Looking For

2-5 years of professional experience

(in any field--we care about what you've learned, not where)

Examples of what counts:

Customer success or account management (you've managed relationships and expectations) Sales or business development (you've convinced people and handled rejection) Operations or project management (you've coordinated across teams and kept things moving) Teaching or training (you've assessed people and given feedback) Consulting or client services (you've solved problems with limited context)

What we're NOT looking for:

Prior recruiting experience (we'll teach you) A specific degree or certification Someone who's "always wanted to be in HR" Perfect polished answers--we want honest ones

What We Value

Genuine curiosity over surface enthusiasm

We'd rather hire someone who asks hard questions than someone who nods along to everything.

Willingness to do the boring parts well

Recruiting isn't just exciting strategy conversations. It's also follow-ups, scheduling conflicts, and admin work. The best recruiters do the unglamorous work without complaining.

Self-awareness about what you don't know

You'll make mistakes. Everyone does. What matters is whether you learn from them and ask for help before things break.

Respect for people's time and decisions

Candidates aren't just pipeline metrics. They're people making big life choices. We treat them accordingly.

Practical Details

What we offer:

Competitive salary (we pay fairly for someone learning the role) Mentorship and training from experienced recruiters Exposure to real searches with real stakes Hybrid work (Mumbai-based, with flexibility) Health insurance Clear growth path to senior TA roles

What we don't offer:

A massive safety net if you make mistakes (we'll support you, but you need to own your work) Immediate autonomy (you'll earn it over time) The prestige of a big brand name on your resume A structured training program with modules and certifications (you'll learn by doing)

Growth trajectory:

Months 1-3: Shadow, learn systems, handle coordination and admin Months 4-6: Own initial screens and pipeline management with oversight Months 7-12: Run full-cycle searches for junior/mid-level roles independently Year 2+: Potential to specialize (senior roles, specific functions, client-facing work) or grow into a senior TA role
Job Types: Full-time, Permanent

Pay: ₹20,000.00 - ₹60,000.00 per month

Benefits:

Flexible schedule Provident Fund
Work Location: In person