Head of Recruitment Operations & Delivery – Education Staffing

Company: Tallento.ai

Location: Jaipur / Noida

Work Mode: Office / Hybrid

Experience: 8–15 Years

Compensation: Up to ₹24 LPA + Performance-Linked Variable

About Tallento.ai

Tallento.ai is an AI-enabled recruitment and career platform focused primarily on the education sector. We support educational institutions across India with end-to-end recruitment, including sourcing, screening, interviews, negotiation, offers, joining follow-up and replacement management.

Education recruitment will remain the core business under this role.

Role Purpose

We are looking for an experienced recruitment leader who can take complete ownership of recruitment delivery, team productivity, client execution, candidate conversion, process discipline and revenue-linked outcomes.

This is not a corporate talent acquisition, HR generalist, coordination or reporting-only role.

The selected leader will run recruitment delivery as a business operation, with explicit accountability for successful joinings, recruiter performance, client satisfaction, operational efficiency and revenue visibility.

The role requires a hands-on operator who can improve execution, build capable managers and gradually reduce the Founder’s involvement in daily recruitment operations.

Core Expectations The selected leader will be responsible for:

End-to-end ownership of active recruitment mandates

Improving monthly successful joinings

Increasing recruiter and team-leader productivity

Improving candidate quality and conversion

Reducing no-shows, offer rejections and joining backouts

Improving client communication and turnaround time

Building structured teams and review systems

Ensuring complete ATS and CRM compliance

Connecting delivery with billing and revenue outcomes

Reducing dependence on constant Founder follow-up

Education recruitment will be the immediate and primary focus.

What Success Looks Like

Success will be measured through:

Consistent monthly joinings

Higher joining output per recruiter

Better profile-to-interview, interview-to-offer and offer-to-joining conversion

Lower candidate dropout and no-show rates

Faster movement of active mandates

Higher client retention and repeat business

Accurate ATS and CRM data

Reliable joining and revenue forecasts

Stronger team accountability

Reduced Founder involvement in routine operations

Key ResponsibilitiesRecruitment Delivery

Own the complete cycle from mandate activation to successful joining

Review and clarify client requirements

Assign a clear owner and delivery plan for every mandate

Monitor pipelines, submission quality, interviews, feedback, offers and joining

Handle dropouts, escalations and replacement cases

Ensure every mandate has an updated status, next action and accountable owner

No active mandate should remain unassigned, untracked or dependent on informal follow-up.

Joining and Closure Performance The leader will stabilise current operations and create predictable monthly joining output.

The long-term expectation is to build the team and processes required to achieve 75–100 or more successful joinings per month.

Targets will be aligned with team size, mandate volume and role complexity. Activity without closures will not be treated as satisfactory performance.

The leader must establish team-wise joining targets, position-wise closure plans,



weekly forecasts, escalation systems and recovery plans for low-performing teams.

Recruiter Productivity

Performance must be measured through relevant sourcing, quality screening, suitable submissions, interviews generated, offers created, successful joinings, follow-up quality, ATS/CRM compliance and client satisfaction.

Recruiters must not be judged only by call volume, CV count or WhatsApp activity.

The leader will identify low productivity early, coach employees and recommend corrective action or restructuring where required.

Education Recruitment

Education recruitment requires specialised understanding, not generic hiring.

The selected leader will be expected to:

Understand different academic levels and institutional requirements

Build category-wise and location-wise delivery expertise

Improve recruiter understanding of specialised requirements

Improve candidate screening depth

Build reusable talent pools

Reduce irrelevant CV submissions

Improve matching between candidate capability and client expectations

Build long-term candidate communities in the education sector

Improve both academic and non-academic education hiring

Direct education recruitment experience will be strongly preferred.

Candidates from other staffing sectors must demonstrate the ability to quickly learn and lead specialised education recruitment.

Team Leadership The selected leader will manage recruitment managers, team leaders and recruiters.

Responsibilities include

Creating a clear reporting hierarchy

Allocating mandates based on capability and workload

Building specialist delivery teams

Conducting daily pipeline, weekly performance and monthly business reviews

Hiring and onboarding recruiters

Coaching managers and team leaders

Developing future leaders

Addressing repeated low performance

Building succession and backup coverage

Creating managers who can independently run their teams

Client Delivery The leader will act as the senior operational owner for recruitment clients.

Responsibilities include understanding client priorities, ensuring requirements are workable, setting realistic expectations, maintaining progress communication, improving turnaround time, following up on delayed feedback, escalating inactive mandates, improving profile relevance and supporting repeat business.

Candidate Conversion The team must properly verify candidate suitability, experience, compensation, notice period, availability, location preference, relocation willingness, motivation, interview readiness, offer intent and joining probability.

The leader will be accountable for reducing interview no-shows, withdrawals, offer rejections, joining backouts, salary mismatches, incorrect submissions, candidate-client bypass and poor communication.

Process, Systems and Automation The leader will build and enforce standard processes for mandate activation, sourcing, screening, submissions, interviews, feedback, negotiation, offers, joining, replacements, client escalation,



billing coordination and reporting.

No critical business information should remain only in personal WhatsApp chats, individual spreadsheets, call histories or employee memory.

The leader must ensure complete ATS and CRM adoption, accurate statuses, timely remarks, proper documentation and real-time pipeline visibility.

The leader will also work with the technology team to identify automation opportunities across sourcing, screening, matching, follow-up and reporting.

Revenue and Business Accountability The selected leader will be expected to:

Track expected revenue from active mandates

Build monthly joining and billing forecasts

Monitor client-wise output and recruiter cost versus output

Identify revenue leakage and replacement liability

Support invoice readiness

Coordinate with sales and finance teams

Improve delivery profitability, repeat business and collection visibility

First 30 Days

Review the existing team, clients, mandates and pipeline

Audit recruiter productivity and ATS/CRM usage

Identify delivery bottlenecks

Review pending interviews, offers and joinings

Establish daily and weekly review systems

Create a corrective action plan

First 60 Days

Establish a clear team structure, define ownership and productivity standards, introduce scorecards, improve pipeline visibility and begin improving joining conversion.

First 90 Days The selected leader should demonstrate:

Measurable improvement in successful joinings

Higher recruiter productivity and submission quality

Faster client turnaround

Lower candidate dropout

Better offer-to-joining conversion

Stronger team accountability

Reliable joining and revenue forecasts

Reduced Founder involvement in routine reviews A clear plan to scale towards 75–100 monthly joinings

Mandatory Experience

8–15 years in recruitment, staffing, RPO, executive search or a recruitment marketplace

Experience managing recruitment delivery teams and team leaders

Experience handling multiple clients and mandates

Strong understanding of recruitment metrics

Experience owning closure, delivery or revenue-linked targets

Experience using ATS, CRM and recruitment reporting tools

Strong client-handling, people-management and execution capability

Candidates with experience limited to internal corporate hiring, HR generalist work, recruitment administration or individual-contributor recruitment will not be suitable.

Leadership Style Required The selected leader must take ownership, work with data, hold teams accountable, solve problems without unnecessary escalation and build systems instead of dependency. The person must balance employee support with performance discipline and work closely with the Founder during the transition period.

Compensation

Compensation will be up to ₹24 LPA, based on current CTC, experience, team-management capability and recruitment delivery track record.

The structure will include fixed compensation and a performance-linked variable tied to agreed outcomes.

Application Requirements

Applicants should mention recruitment experience, team size managed, average monthly joinings, current CTC, notice period and ATS/CRM experience.

Important: Education recruitment will be the core focus. The selected leader must take measurable ownership of delivery, closures, team productivity, client outcomes and operational discipline.

📌 Head of Recruitment (India)
🏢 Tallento.ai
📍 India