WHAT YOU WILL OWN

This is not a caretaker recruiting seat. You will be building the talent function a population scale platform company needs, from first principles.

1. Talent acquisition, built from scratch:

- Stand up the hiring process, tooling, and standards a company at this scale and ambition actually needs, not inherited, built.

2. Experts and specialists, technology only:

- Own the hiring of the senior engineers, architects, and domain specialists who define a deep-tech platform, roles where the right person is rare and every miss is expensive.

3. Sourcing and talent mapping:

- Know where the best people in the market sit, who they report to, and what would move them. Build the map first, then the pipeline.

4. Closing against global brands:

- Tell the Indihood story to candidates who already have offers from the best technology companies in the world, and win them with conviction and a credible offer.

5. Partnership with leadership:

- Work directly with the founder and senior leadership on hiring plans, role definition, and the bar. Be a voice they trust on who to hire and who to pass on.

6. Lead, not just execute:

- You have led recruiters before. This is not your first time owning outcomes through other people.

WHO YOU ARE

- 7 - 9 years in recruiting, with your hiring focused on technology experts and specialists, not high-volume or generalist hiring.

- You have worked inside a real talent acquisition function at a leading global technology or product company, not just adjacent to one, and you can point to how you moved up within it.

- You have run senior searches end to end, from intake and sourcing to offer and close, and can name the hires you are proudest of and why they were hard.

- You have been part of a serious TA team, not a lone recruiter desk, and you know the difference. You have led, mentored, or set the bar for other recruiters.

- You are comfortable with the tools and AI reshaping how recruiting teams work, and you have actually used them.

- You want to build something from zero at a company that is about to become a lot more visible, not maintain something that already exists.