Manager - Talent Acquisition

About Company

The company operates in the consumer appliances industry, focusing on designing and delivering innovative home and kitchen solutions for modern households.

Job Description

WHAT YOU WILL DO 

Hiring 

• Own full-cycle hiring for mid, senior, and leadership roles across functions 

• Source actively — LinkedIn, referrals, consultants, passive talent — not just wait for applications 

• Screen, interview, manage assessments, drive offer discussions, and close 

• Build and maintain pipelines for critical and recurring roles so hiring is never reactive 

• Track TAT, offer-to-join ratio, and quality of hire — and improve them Contracts & Vendor Management 

• Manage contractual agreements with recruitment agencies, job boards, and other talent acquisition vendors — including but not limited to negotiation, documentation, timely renewal, offer letters, and employment agreements — ensuring full compliance with organisational and legal requirements 

• Hold external partners accountable on SLAs, quality, and closure speed 

• Evaluate and rationalise the vendor pool periodically 

Onboarding 

• Own the post-offer journey — from acceptance to Day 1 

• Run pre-joining engagement to reduce offer drops 

• Coordinate with HR Ops, IT, and Admin to ensure everything is ready before the joiner walks in 

• Conduct Day 1 induction and ensure a smooth first-week experience Employer Brand 

• Own company's presence on all hiring platforms • Work with marketing and business teams to create recruitment ontent around culture, roles, and growth 

• Monitor candidate feedback and improve how Beyond is perceived at every hiring touchpoint 

Campus & Early Talent 

• Own company's campus hiring calendar — institute selection, PPTs, drive execution, and offer rollouts 

• Travel to campuses across target cities for hiring drives and institute engagement 

• Build and maintain relationships with placement cells and TPOs at target institutes 

• Run end-to-end selection process on campus — tests, interviews, and offer issuance 

• Track and improve campus-to-joining conversion every cycle

 WHAT SUCCESS LOOKS LIKE 

• All open roles have an active pipeline — no role starts from scratch 

• Offer-to-join ratio above 85% 

• Campus hiring delivers a consistent batch every cycle 

• Zero Day 1 surprises — joining formalities, access, and induction are always ready 

• Company has a visible, credible employer brand in target talent markets 

WHO THIS IS FOR 

• 5–8 years in Talent Acquisition, with hands-on experience closing mid to leadership roles 

• Has personally managed campus drives, not just supported them • Has worked with and managed recruitment vendors and contracts 

• Startup or high-growth environment experience strongly preferred 

• Someone who closes — not just coordinates 

HOW YOU OPERATE 

• You own the role brief, you don't just receive it 

• You flag risks early — drop-off risks, pipeline gaps, bad fits 

• You hold vendors and hiring managers equally accountable 

• You track numbers and know exactly where each role stands at any point

Mandatory Requirement

Primary Job Profile : Talent Acquisition (TA)/ Recruitment

Technical Skills : Recruitment/selection, Talent Acquisition

Maximum Notice Period: 30 Days

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