Role OverviewWe are looking for a slightly senior Talent Acquisition qualified who can independently own the complete TA function — from understanding hiring requirements and building sourcing strategies to closing candidates and ensuring a smooth joining experience.

This is not a pure execution/recruiter role. The person will work closely with business leaders and functional heads, understand the organisation's talent needs, drive hiring across functions and bring structure, speed and quality to the overall recruitment process.

The ideal candidate should be hands-on, commercially aware, comfortable working in a fast-paced environment and capable of taking complete ownership rather than waiting for instructions.

Key Responsibilities1. End-to-End Talent Acquisition

- Own the complete recruitment lifecycle from requirement understanding to candidate joining.
- Partner with hiring managers to understand role requirements, define ideal candidate profiles and align on hiring priorities.
- Develop sourcing strategies based on role seniority, function and talent availability.
- Independently manage multiple open positions across functions and levels.
- Drive the recruitment process with a strong focus on quality, speed and candidate experience.

2.

Stakeholder

Management
- Work closely with founders, business heads and functional managers on critical and recurring hiring requirements.
- Act as a talent advisor to hiring managers rather than functioning only as a sourcing partner.
- Push back and recalibrate requirements where necessary based on market availability and hiring data.
- Ensure clear communication and follow-ups across the interview and offer process.

3.



Sourcing & Talent Pipeline
- Build strong talent pipelines through Naukri, LinkedIn, referrals, employee networks, job portals and other relevant channels.
- Identify and map talent from relevant D2C, consumer, retail, e-commerce and startup companies.
- Build passive candidate pipelines for critical and senior positions.
- Experiment with new sourcing channels and approaches to improve hiring outcomes.

4.

Hiring

Process & Operations
- Own interview coordination, feedback tracking, offer management and joining follow-ups.
- Maintain accurate recruitment trackers and hiring dashboards.
- Track key recruitment metrics such as TAT, source effectiveness, offer-to-join ratio, closure rate and hiring funnel conversion.
- Identify bottlenecks in the hiring process and proactively improve them.
- Ensure a structured and consistent candidate experience.

5.

Employer

Branding & Talent Engagement
- Support initiatives to strengthen Knya's employer brand and talent visibility.
- Build relationships with relevant talent communities and potential candidates even when there is no immediate opening.
- Improve candidate engagement throughout the hiring journey.
- Support referral and other talent-attraction initiatives.

6. Building the TA Function
- Bring structure and process to the overall recruitment function.
- Create and maintain talent pools for recurring and business-critical roles.
- Develop hiring benchmarks and market intelligence around talent availability and compensation.
- Help build scalable recruitment processes as the organisation grows.
- Over time, take ownership of improving the overall TA strategy, processes and hiring capability.

📌 Recruiter (Mumbai)
🏢 Knya
📍 Mumbai