Role Overview:

This is a hands-on, high-ownership leadership role. The individual will be responsible not only for setting the TA strategy but also for driving execution, improving hiring velocity and quality, building scalable processes, and personally partnering with senior business leaders on critical hiring mandates.

The role requires someone who has successfully managed both technology and non-technology hiring at scale, with particularly strong experience in bulk / volume hiring across functions such as sales, customer support, operations and other frontline or high-volume teams.

Key Responsibilities:

1. Talent Acquisition Strategy:

- Own the end-to-end talent acquisition strategy aligned with business and growth plans.

- Translate business plans into workforce requirements, hiring plans, timelines and sourcing strategies.

- Build a scalable TA engine that can simultaneously manage specialist, leadership and high-volume hiring.

- Define and continuously improve hiring metrics including TAT, offer-to-join ratio, source effectiveness, cost per hire and quality of hire.

2. Tech & Product Hiring:

- Lead hiring across Engineering, Product, Data, Design, QA, IT and other technology functions.

- Build strong talent pipelines for niche and hard-to-hire technology roles.

- Partner closely with technology leaders and hiring managers on workforce planning and talent mapping.

- Develop proactive talent pools rather than relying solely on open requisitions.

3. Non-Tech & Bulk Hiring:

- Build and execute high-volume hiring strategies across Sales, Customer Success, Customer Support, Operations and other business functions.

- Design scalable sourcing engines capable of delivering large hiring volumes without compromising quality.

- Build strong partnerships with agencies, vendors, job platforms, employee referrals and alternate talent channels.

- Create robust mechanisms for screening, assessment, interview scheduling and offer conversion at scale.

4. Leadership & Critical Hiring:

- Personally own and drive senior/leadership hiring mandates in partnership with the leadership team.

- Build talent maps for critical functions and proactively identify high-quality passive talent.

- Act as a trusted advisor to business leaders on talent availability, compensation, market trends and hiring strategy.

5. Process, Governance & Candidate Experience:

- Build robust and scalable recruitment processes from requisition creation through onboarding.

- Improve interview quality, assessment mechanisms and candidate experience.

- Establish strong hiring-manager governance and accountability.

- Ensure recruitment processes are data-driven, transparent and consistently executed.

What We Are Looking For:

- 12+ years of overall Talent Acquisition / Recruitment experience, with significant experience leading TA teams.

- Strong track record of managing both Tech and Non-Tech hiring.

- Demonstrated experience in high-volume / bulk hiring, preferably in businesses with large sales, support, operations or frontline teams.

- Experience managing multiple hiring engines simultaneously - specialist tech hiring, business hiring, bulk hiring and leadership hiring.

- Strong exposure to high-growth startups, technology companies, consumer businesses, fintech, SaaS, internet or similarly fast-paced environments.

- Proven ability to build and scale recruitment teams and processes.

- Strong stakeholder management skills with the ability to work directly with founders, CXOs and business heads.

- Highly data-driven and comfortable managing TA through metrics and dashboards.

- Strong understanding of sourcing strategy, employer branding, recruitment technology and talent market mapping.

- Exceptional execution orientation - someone who is comfortable getting into the details rather than operating purely at a strategic level.

Critical Attributes:

- High Ownership: Takes complete accountability for hiring outcomes rather than simply managing the recruitment process.

- Builder Mindset: Has built or significantly transformed TA engines rather than operating within a mature, highly structured recruitment organization.

- Execution Bias: Can move quickly, solve bottlenecks and personally intervene when hiring numbers or timelines are at risk.

- Scale Orientation: Has experience delivering significant hiring volumes while maintaining quality and candidate experience.

- Commercial Understanding: Understands that TA is a business function and can connect hiring outcomes to business growth.

- Strong Stakeholder Manager: Can challenge hiring managers when required, influence senior leaders and create accountability for hiring decisions.

- Hands-on Leader: Comfortable reviewing pipelines, joining critical interviews, improving sourcing strategies and troubleshooting individual hiring mandates.

- Tech + Non-Tech Talent Understanding: Equally comfortable discussing an Engineering Manager search and designing a 100-person sales/support hiring campaign.