Talent Acquisition Manager

Accountabilities: • Build and execute a company-wide Talent Acquisition strategy aligned with organizational goals, capability requirements, and future workforce planning.

• Translate growth plans into structured hiring roadmaps, quarterly recruitment plans, and clear execution mechanisms.

• Act as a strategic talent partner to founders, executives, business leaders, and hiring managers.

• Lead recruitment across specialized technology functions, including autonomous systems, robotics, AI/ML, embedded engineering, cybersecurity, cloud, data, product, and software engineering.

• Support hiring across business functions such as sales, pre-sales, business development, marketing, customer success, finance, HR, and operations, including leadership positions.

• Design scalable recruitment frameworks, interview processes, service-level agreements, hiring dashboards, and documentation systems.

• Standardize job descriptions, interview rubrics, evaluation criteria, and hiring decision-making processes.

• Partner with business teams to understand future capability requirements and conduct regular workforce planning and hiring capacity analysis.

• Build proactive talent pipelines for niche, critical, and high-impact positions.

• Conduct talent market research covering talent availability, competitor talent pools, compensation trends, and sourcing approaches.

• Develop talent intelligence reports and insights to support leadership decision-making.

• Identify and resolve recruitment bottlenecks involving sourcing channels, interview capacity, decision cycles, compensation alignment, offer conversions, notice periods, and internal processes.

• Hire, mentor, and lead a high-performing Talent Acquisition team while establishing clear ownership, specialization, KPIs, and execution standards.

• Use recruitment data and analytics to improve time-to-hire, quality-of-hire, offer-to-join ratios, source effectiveness, cost-of-hire, hiring manager experience, and SLA adherence.

• Drive a predictable, scalable, and well-documented hiring function that operates as a strategic business partner.

Requirements:

• 7–12 years of experience in Talent Acquisition, including at least 3 years in a leadership capacity.

• Proven experience scaling recruitment within high-growth product or technology organizations.

• Strong understanding of technical hiring across areas such as AI/ML, robotics, engineering, cybersecurity, cloud, data, and product.

• Demonstrated ability to design and implement recruitment processes, frameworks, interview structures, and Talent Acquisition teams.

• Strong experience in strategic sourcing and strategic hiring.

• Experience managing end-to-end recruitment processes, from candidate sourcing and screening through interviews, offers, and joining.

• Experience working with ATS platforms, recruitment dashboards, hiring analytics, and data-driven recruitment processes.

• Strong stakeholder management and communication skills, with the ability to partner effectively with senior executives and hiring leaders.

• Strong strategic thinking, problem-solving, decision-making, and process optimization capabilities.

• Ability to operate effectively in fast-paced, ambiguous, and high-accountability environments.

• Demonstrated leadership, team-building, ownership, and accountability.

• Strong talent intelligence and market-mapping capabilities.

• A data-driven mindset with a focus on measurable hiring outcomes and continuous improvement.

Benefits:

• Full-time, fully remote position based in India.

• Annual salary range of INR 15–18 LPA (₹1,500,000–₹1,800,000).

• Opportunity to lead and shape a company-wide Talent Acquisition function.

• Strategic exposure to senior leadership and business decision-making.

• Broad recruitment scope spanning advanced technology, product, engineering, and business functions.

• Opportunity to build and lead a high-performing Talent Acquisition team.

• Ownership of scalable recruitment processes, workforce planning, talent intelligence, and hiring analytics.

• Opportunity to influence hiring quality, recruitment efficiency, and organizational growth.

• High-impact role within a fast-growing technology and product environment.

How Jobgether works: We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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