Job Description

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