Talent Acquisition Manager

Location: Remote | Experience: 4–8 years | Reports to: Founder

About the Role

We're looking for a Talent Acquisition Manager who does more than source and close candidates — this role owns hiring end-to-end and stays accountable for how those hires perform once they're in seat. You'll build and run a continuous hiring engine for interns and HR staff, then make sure both groups are functioning well — interns running interviews properly, HR managing recruitment processes properly — so the whole operation runs smoothly without gaps between "hired" and "performing."

What you'll do

- Own end-to-end hiring for interns and HR staff — sourcing, screening, interviewing, and onboarding, on a continuous cycle to offset natural attrition
- Build and refine a repeatable hiring process/pipeline for both tracks, including assessment criteria specific to each role
- Design a tiered structure (team leads for interns, senior HR leads) so the group scales beyond what one person can manage directly
- Create training and onboarding material so recent hires ramp up quickly and consistently
- Monitor performance post-hire — are interns conducting interviews properly, is HR running recruitment processes correctly — and step in to retrain, coach, or backfill where needed
- Track and report on hiring and performance metrics (time-to-hire,



attrition, quality of hire, output/throughput) to leadership
- Act as the single point of accountability for the intern + HR workforce functioning well day-to-day

What we're looking for

- 4–8 years in talent acquisition/recruitment, with proven experience hiring at volume (not just occasional hiring, but continuous pipeline management)
- Experience that goes beyond sourcing — has actually managed or overseen people after hiring them, not just handed them off to another manager
- Comfortable designing tiered/team-lead structures to manage large groups without direct high-ratio reporting
- Process-oriented — able to build SOPs, training material, and performance tracking from scratch
- Prior exposure to managing a mixed workforce (e.g., interns + full-time staff, or multiple functions) is a strong plus
- Strong ownership mentality — comfortable being accountable for outcomes after hiring, not just for filling seats

Note to applicants: This is a hybrid role — part talent acquisition, part ongoing team performance ownership. If your experience is purely sourcing/closing candidates with no post-hire management responsibility, this may not be the right fit.

Must Have

Strong experience in talent acquisition is must.

📌 Talent Acquisition Manager (India)
🏢 RP STRATIVA GLOBALS
📍 India