Senior Manager - Talent Acquisition - eCommerce

Description:

Drive end-to-end hiring for critical roles (midsenior to leadership) while building scalable hiring systems that support rapid growth across:

- Category (Beauty, FMCG, Fashion)

- Supply chain & operations

- Product & tech

- Growth & marketing

Key Responsibilities

1. Leadership & Critical Hiring

- Own hiring for Senior Manager / Director roles

- Partner directly with founders & business heads

- Run confidential / niche searches

Build pipelines for:

- Category leaders

- Supply chain leaders

- D2C growth talent

- This is less about volume, more about quality + precision hiring

2. Business Partnering (Super Critical)

- Act as a strategic advisor to hiring managers

- Translate business plans hiring roadmap

Push back when:

- Role scope is unclear

- Expectations are unrealistic

Help define:

- Org structures

- Role scorecards

- Compensation benchmarks

3. Talent Strategy & Market Mapping

Build competitor talent intelligence:

- Where are the best category managers sitting?

- Which orgs produce strong supply chain leaders?

- Run proactive talent mapping (not just reactive hiring)

- Create pipelines before roles open

4. Employer Branding (Leadership Layer)

- Position us as a high-growth, high-ownership startup

Work with founders on:

- Hiring narratives

- Candidate pitch decks

- Ensure strong candidate experience for senior hires

5. Process & Systems Building

Design structured hiring processes:

- Interview frameworks

- Assessment rubrics

Improve:

- Time to hire

- Offer conversion

- Hiring quality

- Work with ATS, analytics, dashboards

6. Stakeholder & Agency Management

- Manage external search firms for niche roles

- Align multiple stakeholders (founders, category heads, ops leaders)

- Handle offer negotiations at senior levels

What Good Looks Like in This Role

A strong Senior Manager TA here will:

- Think like a business operator, not just recruiter

- Be strong in market mapping + headhunting

Have experience hiring for:

- E-commerce / D2C / retail-tech

- Be comfortable working in ambiguous, fast-scaling environments

Typical Background of Ideal Candidate

- 6 to 10 years in Talent Acquisition

Mix of:

- Startup experience (01 or 110 scale)

- Strong exposure to leadership hiring + business roles (not just tech)