About Duratuf

Duratuf is a Kolkata-headquartered industrial safety company undergoing a deliberate transformation—from a respected rubber-products manufacturer into a global, brand-led industrial safety solutions leader.

Today, we help industries across more than 60 countries operate more safely through compliant, technology-enabled products and solutions. Everything we do is guided by a straightforward belief: earning a living should never cost a life.

We are in the midst of an ambitious growth journey, building the brands, systems, capabilities, and teams needed to scale several times over the coming decade. This is not a company focused on maintaining the status quo—we are actively shaping what comes next.

We are ~35 people today, scaling to 1,000 active workplaces by FY27 and 10,000 by FY35. Fast-moving, mission-driven company

The Role

Talent Acquisition Manager — Duratuf's first dedicated recruiter. You own full-cycle hiring for MIDDLE and JUNIOR roles, sourcing through offer close. You are not inheriting a built system. You are building it from scratch — process, tools, pipeline, and employer brand.

The hiring manager is the CEO. The quality gate is our Advisor — People & Culture, who signs off on every shortlist and every offer.

What You Will Do Every Day

- Source actively — ≥30 targeted outbound contacts per week via LinkedIn Recruiter and Naukri Resdex

- Run ≥10 first-round screens per week

- Maintain pipeline coverage: ≥4 qualified candidates per open MIDDLE role, ≥5 per JUNIOR role, at all times

- Build and own WHO scorecards for every open role before sourcing starts

- Log 100% of candidate activity in Zoho Recruit within 24 hours

- Use AI on every req — JD drafting, Boolean strings, CV-to-scorecard matching, candidate outreach

- Publish weekly funnel dashboard: time-to-fill, pipeline coverage, offer-accept rate

- Close offers — manage counter-offers, sell Duratuf's mission to hesitant candidates

- Conduct structured reference checks: 2 per finalist, direct managers only

What You Will Own — 5 Outcomes

1. Fill JUNIOR roles in ≤30 days, MIDDLE roles in ≤45 days (req-open to offer-accepted)

2. Offer-to-accept rate ≥80%

3. ≥90% of hires rated A-player at first Quarterly People Review

4.



≥50% of MIDDLE hires sourced outbound

5. Zero offer-stage drop-off complaints traceable to hiring process

Who We Are NOT Looking For

- Recruiters from large corporates where the brand closed candidates for you — Tata, ITC, TCS, Cognizant, Big-4, Emami, Berger. The brand did the work; that muscle atrophies fast.

- Volume hirers from QSR, retail, or food chains — high-churn, brand-on-storefront context does not transfer

- Sourcers or coordinators looking for a step-up — this role requires you to close, not hand off

- Anyone who needs a team behind them to function — you will be the function

Requirements

Experience

- 7+ years full-cycle recruiting experience

- At least one stint at a B2B company that scaled rapidly (not a large corporate)

- Proven track record as one of one or one of two recruiters during a company's scaling phase

- Has personally closed hires — not just sourced or coordinated

Primary Skills — Non-Negotiable (Day 1)

1. Full-cycle solo recruiting — sourcing through close, unaided, across multiple functions

2. Outbound sourcing — Boolean search, LinkedIn Recruiter, Naukri Resdex; builds pipelines, does not wait for inbound

3. Structured interviewing — scorecard-based, past-behaviour questions, not gut-feel

4. Offer closing and negotiation — converts offers, manages counter-offers, can sell an unknown brand to a hesitant candidate

5. ATS discipline — 100% activity logged within 24 hours; Zoho Recruit or equivalent

6. Multi-function hiring range — sales, supply chain, ops, tech; white-collar and mixed-collar both

Secondary Skills — Strong Differentiator

1. WHO methodology fluency — can build a scorecard from scratch, run topgrading-lite interviews, conduct structured reference checks

2. AI-assisted recruiting — uses AI on every req; tool-agnostic, not dependent on any one platform

3. Funnel reporting — time-to-fill, offer-accept rate,



pipeline coverage; lives by numbers, not narratives

4. Employer brand basics — writes compelling JDs, manages candidate experience end-to-end, tracks drop-off

5. Levelling judgment — will not over-title or mis-band a seat

6. Growth ceiling — ambition and range to build toward Head of TA as Duratuf scales

Benefits

Joining Duratuf means becoming part of a high-growth organization where you can help build, influence, and create lasting impact. You'll join early enough to shape the future, not just manage what already exist

The Role Itself

- Build Duratuf's hiring function from scratch — process, tools, pipeline, employer brand — full ownership from Day 1

- Direct access to the CEO and Advisor — People & Culture; no layers, no waiting for approvals that never come

- Your work is visible and measured — every hire you close directly moves the company's growth plan forward

Growth

- Clear path to Head of TA as Duratuf scales from 35 to 150+ people through Phase 1 and Phase 2

- Exposure to full business context — you will hire across sales, supply chain, operations, and tech

- Work directly with senior leadership on org design, culture, and people strategy as the company grows

Tools and Environment

- AI-first recruiting environment — GoodFit ATS, Zoho Recruit, LinkedIn Recruiter, Naukri Resdex

- Zoho One stack across the business — no legacy tools, no broken processes to fight

- WHO hiring methodology — structured, rigorous, no gut-feel hiring; you will become one of the best-trained recruiters in the country on this framework

Culture

- DURIAN values — lived, not laminated; the same standards apply to every person in the company including the CEO

- Scaling Up operating rhythm — Rocks, L10s, quarterly reviews; you will always know where the company stands and what matters most this quarter

- Small team, high trust — your judgment is respected, your inputs shape decisions

Practicalities

- Location: Kolkata-Onsite

- Working days: Monday to Saturday (2nd & 4th holiday)

- Compensation: Competitive, based on experience — discussed transparently at shortlist stage

- Notice period: Immediate to 30 days preferred; up to 60 days considered for the right candidate

📌 Talent Acquisition Specialist (Kolkata)
🏢 Recognized
📍 Kolkata