AVP - Talent

Role Overview

We're seeking an AVP - Talent to own our end-to-end talent strategy during a pivotal growth phase, spanning workforce planning and talent acquisition through employer brand, talent development, and the integration of acquired teams.

This is a hands-on, individual-contributor role for the first 6 months: you'll personally own end-to-end fulfilment of priority roles, carry a live req load, and hit fulfilment and time-to-fill targets directly. As the function scales, you'll transition into building and leading the talent team, translating the playbooks you built on the desk into a repeatable engine. You must be equally comfortable sourcing and closing your own candidates today and architecting the org-wide talent agenda for tomorrow.

Key Responsibilities

End-to-End Role Fulfilment (Individual Contributor, First 6 Months)

- Personally own full-cycle recruiting for priority roles: sourcing, screening, interview coordination, offer, and close
- Carry a live req load and own fulfilment against hiring targets and time-to-fill SLAs
- Use LinkedIn Recruiter as a primary sourcing channel: advanced boolean search, Projects, InMail campaigns, saved searches, and pipelining
- Leverage AI tooling across the funnel for sourcing, resume screening, outreach personalization, scheduling, and workflow automation
- Turn your own req work into repeatable playbooks, templates, and pipelines the future team will run

Talent Strategy & Workforce Planning
- Own the enterprise talent strategy, aligned to business growth and revenue projections
- Forecast hiring needs across functions: security, compliance, engineering, security, GTM/sales, delivery, and corporate
- Build workforce and capacity plans against headcount, budget, and business targets
- Define the hiring philosophy, calibration standards, and quality-of-hire bar across the org
- Advise leadership on build-vs-buy-vs-borrow talent decisions

Talent Acquisition: Build the Engine




- Build and scale a hiring engine for specialized technical and non-technical talent
- Develop sourcing strategies for a competitive cybersecurity and tech talent market
- Design technical and cultural-fit assessment frameworks with hiring managers
- Reduce time-to-fill and improve quality-of-hire for critical and leadership roles
- Own the full funnel across pipeline health, SLAs, offer-accept rates, and cost-per-hire
- Set the TA tooling and vendor strategy (LinkedIn Recruiter, ATS, AI sourcing, assessment, agencies)

Employer Brand & Talent Pipeline
- Create employer branding that attracts top cybersecurity and technology professionals
- Establish partnerships with universities, bootcamps, and security communities
- Build proactive talent pools and pipelines for anticipated and hard-to-fill roles
- Elevate the candidate experience end-to-end as a competitive differentiator

Talent Management & Organizational Development
- Advise leadership on org design, succession planning, and leadership development
- Partner on performance, talent reviews, and calibration; identify and retain high-potential talent
- Implement people analytics for retention, productivity, and organizational-health insights
- Serve as a trusted talent advisor to the COO and leadership team

Talent Integration (M&A;)
- Lead the talent-side of integration for all acquisitions, building the playbook from scratch
- Run cultural and talent due diligence during the acquisition process
- Map organizational structures, leveling, and talent to surface synergies and gaps




- Design and execute retention strategies for key talent in acquired entities
- Own change communication and engagement for talent through transitions
- Track integration success metrics and talent-attrition rates

Talent Operations & Governance
- Oversee the onboarding experience and offer-management governance for a consistent, high-quality journey
- Own the integrity of talent data and systems (ATS / HRIS talent modules) and TA reporting
- Ensure hiring practices comply with Indian labour laws and employment regulations
- Partner with HR Ops, Finance, and Legal on payroll, statutory compliance, contracts, and documentation

Team & Leadership (Scale Phase)
- Build and lead a high-performing talent / TA organization once the function scales
- Hire, mentor, and develop recruiters and TA managers to scale impact
- Collaborate cross-functionally with business, tech, security, and GTM leaders

Key Skills & Qualifications
- 10-15 years of progressive HR/Talent experience, with 5+ years leading talent acquisition or talent functions
- Proven full-cycle recruiter who can personally own and close roles end-to-end, not just manage a team
- Expert-level LinkedIn Recruiter proficiency: advanced boolean sourcing, Projects, InMail, and pipeline management
- Strong AI skills for recruiting: fluent with AI/LLM and automation tools for sourcing, screening, outreach, and workflow acceleration
- Proven track record building or scaling TA functions for technical and specialized roles in a high-growth environment
- Strong workforce planning, people analytics, and executive stakeholder management (C-suite)
- Sufficient fluency in HR operations and compliance to partner effectively (payroll, statutory, documentation)
- Technology, professional services, or startup environment required; cybersecurity, fintech, or enterprise SaaS experience a solid plus

📌 AVP - Talent (Bengaluru)
🏢 Mitigata™ - Full-Stack Cyber Resilience
📍 Bengaluru