Roles & Responsibilities:

As the Talent Acquisition & HR Lead, you will be a strategic leader responsible for shaping how we find, attract, assess, hire, and support talent across functions, levels, and regions.

You will lead and scale the TA & HR function, building structure, accountability, and strong hiring partnerships as we grow across India and the US. This role combines hands-on executive hiring with the founders, function-level leadership, process excellence, and people operations ownership.

You will:

- Own hiring across India end-to-end

- Build and scale US hiring capability

- Lead and develop a TA & HR team of 3 FTE

- Partner closely with founders to transition from founder-led to structured, manager-led hiring

This is a high-impact role. Youre not just closing roles youre building the talent engine that powers the companys next stage of growth.

Talent Acquisition (~80%):

- Sourcing and pipeline: building and running sourcing strategy for open roles, keeping pipelines full enough that hiring managers are never waiting on you

- Co-founder and hiring manager partnership: sharpening JDs, running intake calls, and holding HMs accountable for fast, clear feedback on candidates

- Candidate experience: running a screening and interview process that moves fast and treats candidates well, from first outreach to offer

- Agency and vendor coordination: managing external recruiting agencies where they're used (e.g., US hiring), keeping them accountable to quality and turnaround

- Reporting and process: tracking pipeline health, time-to-fill, and source effectiveness; flagging bottlenecks before they become escalations

- Onboarding handoff: working with the Ops/Admin teammate so new hires land well, not just get a laptop and a Slack invite

HR mentoring and support (~20%):

- Mentoring the HR team: being a sounding board for the HR team on judgment calls, escalations, and how to handle things they haven't seen before

- Helping figure out and guide HR, not run it day to day: working alongside the HR team on performance frameworks, policy, and process design, without owning execution of any of it

- Connecting TA and HR: making sure what you're seeing in the market and in hiring (comp benchmarks, candidate expectations, attrition signals) actually informs how HR builds its frameworks

What this role is:

- A doers seat: you're sourcing, screening, and closing candidates yourself, not just managing a dashboard.

- Coach and Manage: Manage the other TA and HR team members and their outcomes.

- Built for range: in a given week you might be closing a candidate, sitting in on a policy discussion, and coaching someone on how to handle a tricky HR conversation

- A growth track: as the team and function scale, this role is a natural path towards TA/HR leader

Ideal Candidate:

- Strong Talent Acquisition & HR Leadership profiles who has build journey from A+/B+ funding rounds within B2B SaaS (Global Market)

- Must have 8+ years of experience in Talent Acquisition / TA leadership roles of which last 5+ years within B2B SaaS (selling to global market) environments (Series AE)

- Must have strong hands-on experience in GTM hiring within a global B2B SaaS environment, with significant hiring exposure across functions such as Sales, SDR/BDR, Account Executives, Customer Success, Marketing, Demand Generation, Partnerships, Revenue Operations and similar

- Must have exposure to US or global hiring markets, including talent mapping, sourcing strategy, compensation understanding, and offer management

- Must have proven experience hiring for leadership role like VP, Senior management (Must have closed atleast 1 position of 70Lac+ by self sourcing)

- Must have experience leading and managing a TA / HR team (2+ members), including defining KPIs, driving performance, and improving recruiter productivity

- Must have demonstrated experience building structure in a scaling startup environment (processes, hiring frameworks, stakeholder alignment)

- Must have strong hands-on experience with ATS systems, hiring workflows, dashboards, and recruitment analytics (time-to-hire, conversion rates, source effectiveness, etc.)

- Must have experience implementing structured, competency-based interview processes, scorecards, and interviewer training frameworks

- Must have strong stakeholder management skills, with the ability to partner and influence founders and senior leadership on hiring decisions and org planning

- Must have exposure or interest in broader HR responsibilities (onboarding, performance management, policies, employee experience)

- B2B SaaS (selling to global market) (SaaS selling to Indian market wont work)

Mandatory Note:

- GTM hiring should be a stronger/core part of the candidate's experience compared to Product and Engineering hiring.