Zopper - Executive/Assistant Manager - Talent Acquisition

Executive/Assistant Manager - Talent Acquisition(Tech Hiring Specialist) - Male Candidate

We have an urgent job opening for Executive/Assistant Manager - Talent Acquisition

Company Name : Zopper.com

Location : Sec-63, Noida

Company Profile :

- Zopper is in the business of "Life Care of Assets". We provide policies and plans to take care of the health of appliances and devices. We have a physical presence in 100+ cities and distribute our insurance products through a large offline channel - 160 distributors, 4000+ dealers and 500+ direct dealers. Zopper's other line of business, Zopper Retail was recently acquired by PhonePe, the payment arm of Flipkart - India's largest e-commerce company.

- Zopper was founded in 2012 and got extensive backing from august investors such as Tiger Global, Nirvana Ventures and Blume Ventures.

Job Profile :

- Strong experience in Tech hiring.

- We're looking for a Recruiter to support the recruitment needs and implement recruiting strategies to get the best talents in the market.

- This is a unique opportunity for self-motivated individuals and makes significant contributions to building a great team.

- The incumbent will partner with Hiring Manager to identify and strategize their short term and long term hiring needs.

- The ideal candidate should have demonstrated innovation, strategy and should be able to resolve complex recruitment problems.

Duties & Responsibilities :

1) Own and manage the full recruitment life-cycle from JDs and sourcing to interviews and negotiations for all open roles

2) Conduct role-specific recruiting via traditional and non-traditional resources such as LinkedIn, iimjobs.

3) Use market research, networking, social platforms, advanced search tools, employee and external referrals, and community events to source candidates.

4) Ensure candidates have a great experience at every stage of the recruitment process by maintaining fast turnaround times, feedback on rejects, employee-focused negotiations, etc.

5) Liaising with stakeholders to continuously evaluate the criticality of open positions, identify gaps in the existing recruitment strategies and develop recruiting best practices to ensure hiring priorities.

6) Keep all stakeholders informed on recruitment by circulating weekly hiring reports with data points across the hiring funnel, status of every open position, feedback on profiles, challenges faced in hiring for a role and so on