Job Description

About Almabase

------------------


At Almabase, we build software that helps

non-profits and mission-driven organizations

strengthen relationships with their communities and donors, enabling them to unlock funding, scholarships, and long-term impact.


We are a

B2B SaaS company

with a culture rooted in

ownership, transparency, and continuous improvement

. We operate with a high degree of trust and autonomy - people here are expected to think like owners, take accountability for outcomes, and iterate fast.


Almabase is also a

highly AI-adoptive organization

. AI is embedded into how we work every day - not as a replacement for judgment, but as a co-pilot that helps us move faster, make better decisions, and focus on high-impact work.


If you thrive in an environment that values

clarity over chaos, impact over activity, and learning over comfort

, you'll feel at home here.

Role Overview

-----------------


We are looking for a

Talent Acquisition Specialist

who can independently own hiring outcomes end-to-end and operate at

6.5-7 recruiter capacity

(translates to roughly 8 positions at mixed levels of complexity) while maintaining strong quality and candidate experience.


You will typically manage

~8 open positions at any given time

, across a mix of low, medium, and high-complexity roles. During quarters with lower hiring volumes, the role will expand to include

People Operations and broader People Success initiatives

.

Location & Work Mode

-------------------------

Bangalore (Hybrid)

Work from office

8 days a month (~2 days a week)

; rest of the time remote.

Working hours:

+ 11:00 AM - 8:00 PM

or

12:00 PM - 9:00 PM
+ Any

8 working hours between 11:00 AM and 9:00 PM

(excluding breaks)
+ Willingness to

occasionally adjust working hours

when hiring for US-based roles

Key Benefits

----------------

Unlimited Paid Time Off

With the expectation that leaves are planned and communicated in advance so that dependencies are not impacted. No such expectation for emergency leaves.

All meals freshly prepared in the office

Mental health support

Therapy expenses are partially reimbursed.

A strong, healthy culture

You'll learn from and contribute to a workplace that values

competence, kindness, and mutual respect

.

Reporting & Team Structure

-------------------------------

Reports to:

Director - People Success

Works closely with:

+ Lead - Talent Acquisition
+ Lead - Talent Management


This role sits within the

People Success team

and is designed to evolve based on business needs and individual performance.

What You'll Own (Clear Success Metrics)

-------------------------------------------


You will be fully accountable for the following goals:

Time to Fill (TTF)

Adhere to

pre-defined Time-to-Fill deadlines

Deadlines are mutually agreed between the

Hiring Manager & Recruiter

Proactively identify risks and course-correct early

Quality of Hire

Ensure

minimum 1 "Strong Hire" rating

Rating to come from either:

+ Hiring Manager round

or

+ Motivation / culture round

Candidate Experience (Candidate NPS)

Maintain

minimum Candidate NPS of 33.3

Achieve this at

18% participation rate

from rejected candidates This bar is already achievable at Almabase--success depends on

process adherence, timely communication, and feedback hygiene

AI-Adoptive Culture & Expectations (Critical)

---------------------------------------------------


Almabase is a

highly AI-adoptive team

. Every role has a defined expectation of AI usage, and the company provides the tools, training, and support required to meet it.

Required AI Adoption Level for This Role:

Adoptive

This means you will:

Consistently use

AI as a daily co-pilot

to improve hiring speed, quality, and candidate experience Use tools like

ChatGPT and Perplexity

to:

+ Draft and refine job descriptions
+ Personalize candidate communication
+ Improve sourcing strategies
Leverage

AI features within our ATS (Ashby)

to reduce manual effort and improve decision-making Use AI to operate sustainably at full capacity without quality drop Maintain strong

human judgment and accountability

for:

+ Time-to-Fill adherence
+ Strong Hire outcomes
+ Candidate NPS ( 33.3)
+ Audit-ready ATS hygiene


AI is an

enabler

, not a replacement. You remain fully accountable for outcomes.

Key Responsibilities

------------------------

Own Hiring Outcomes End-to-End

Take full ownership of hiring outcomes across assigned roles -- from role intake to offer closure -- with clear accountability for

Time-to-Fill, Quality of Hire, and Candidate NPS

Operate at

high recruiter capacity

while maintaining consistent quality and candidate experience Treat hiring as a

business-critical function

, not a coordination task

Drive Speed with Clarity

Translate role requirements into

clear, focused hiring plans

that enable fast, predictable execution Identify risks to timelines early and take ownership of

course-correcting

without waiting for escalations Balance urgency with judgment, especially for roles opened due to

member exits or internal movement

Raise the Quality Bar

Apply strong judgment to assess candidate quality beyond resumes and surface-level signals Calibrate with Hiring Managers on what constitutes a

"Strong Hire"

Deliver a High-Trust Candidate Experience

Ensure candidates -- including rejected ones -- experience clarity, respect, and timely communication at every stage Own candidate experience outcomes, including

Candidate NPS

, as a core responsibility Use rejection communication as a moment to reinforce trust in Almabase's hiring process

Operate with Discipline & Data

Maintain

exceptional ATS hygiene

at all times, ensuring data is accurate, complete, and audit-ready Use hiring data to spot patterns, bottlenecks, and opportunities to improve speed or quality Treat process discipline as a prerequisite for operating at scale

Use AI as a Daily Co-Pilot

Consistently leverage AI tools (e.g., ChatGPT, Perplexity, ATS AI features) to reduce manual effort and improve decision quality Use AI thoughtfully to increase personal capacity without compromising judgment or accountability

Contribute Beyond Hiring When Needed

During periods of low hiring volume, take ownership of

People Operations or People Success initiatives

Apply the same bar of ownership, clarity, and follow-through beyond recruitment Earn expanded scope and responsibility through demonstrated impact

Must-Have Requirements (Non-Negotiable)

---------------------------------------------

Minimum 1 year of hands-on recruitment experience

Should have handled Product & Engineering roles Based in/willing to relocate to

Bangalore

Comfortable working from office

8 days a month / ~2 days a week

Strong experience sourcing via

job boards

High comfort with

ATS usage and strict ATS hygiene

Comfortable using

AI platforms

such as:

+ ChatGPT
+ Perplexity
Willingness to

learn, adapt, and consistently use AI

as part of daily work

What Will Set You Apart

---------------------------

Comfort operating across different roles Strong ownership mindset - you think in outcomes, not tasks Ability to flex with changing business needs Clear written and verbal communication Curiosity to continuously improve systems, not just execute them

What Success Looks Like in This Role

----------------------------------------

You operate with stability & clarity at

full recruiter capacity

Hiring Managers trust you as a

thought partner

Candidates--including rejected ones--have a positive experience You contribute meaningfully even during

low hiring cycles

AI is embedded naturally into how you work every day

What Success Looks Like in Your First 90 Days

=================================================

First 30 Days : Understand & Execute

Learn Almabase's hiring bar, culture, and processes Get fully comfortable with our ATS (Ashby) and maintain clean, audit-ready pipelines Start owning a few roles end-to-end with support Begin using AI tools (ChatGPT, Perplexity, Ashby's AI features) as part of daily hiring work

Days 31-60 : Own & Scale

Manage multiple open roles across varying complexity and start operating at full capacity Partner closely with Hiring Managers to meet Time-to-Fill commitments Deliver strong candidate experience through timely, thoughtful communication Use AI consistently to improve speed, quality, and personalization

Days 61-90 : Perform & Expand

Operate confidently at full recruiter capacity independently Meet hiring outcomes across Time-to-Fill, Quality of Hire, and Candidate NPS Maintain excellent ATS hygiene and data discipline Contributing beyond hiring during low-volume periods towards People Ops or People Success initiatives

By the end of 90 days, you should:

Use AI naturally as a daily co-pilot * Make hiring outcomes predictable and of high-quality