Build and improve the Talent Acquisition capability supporting MenuWise's next stage of growth.

MenuWise recruits across engineering, product, design, data, AI and specialist professional roles.

Some searches involve established candidate markets. Others require us to work out where the relevant capability exists, which organisations contain it, what adjacent backgrounds may transfer and how those candidates can actually be reached.

We are looking for a hands-on Talent Acquisition Manager who can solve those recruitment problems while helping MenuWise continuously improve how recruitment operates.

This is not primarily an HR administration, recruitment coordination or people-management role.

You will own significant parts of the Talent Acquisition system while remaining personally capable of researching, sourcing, approaching, screening and progressing candidates yourself.

What You Will Do

You will

- work with Hiring Owners to understand the organisational capability they genuinely need;
- distinguish real requirements from preferences or convenient rsum proxies;
- turn approved hiring needs into clear, evidence-based Recruitment Campaign Strategies;
- research candidate markets, title variants, target organisations and transferable candidate populations;
- investigate remuneration, market availability and sourcing constraints where required;
- determine how campaigns should use direct sourcing, recruitment databases, professional networks, advertising and other channels;
- personally source and headhunt candidates for difficult technology, product, design and specialist roles;
- build target-company and candidate-market maps rather than depending only on job-board applications;
- use tools such as LinkedIn Recruiter, Naukri / Resdex, Boolean/X-Ray search, referrals and professional networks appropriately;
- advise Hiring Owners when candidate-market evidence suggests that a search assumption or requirement should be reconsidered;
- conduct initial candidate evaluation while ensuring specialist technical or professional judgement remains with the appropriate evaluator;
- enable recruiters with clear role interpretation,



sourcing hypotheses, screening guidance and candidate-market context;
- monitor candidate quality, response rates, conversion, recruiter effort and channel effectiveness;
- diagnose weak campaigns rather than automatically responding by increasing application volume;
- improve candidate experience through accurate information, proportionate evaluation, useful communication and timely decisions;
- capture reusable recruitment intelligence from campaigns; and
- progressively improve MenuWise's Talent Acquisition processes, tools and operating practices.

You will have meaningful recruitment authority, but you will not independently redefine the underlying purpose, seniority or specialist requirements of a role owned by the Hiring Owner. What You Need to Succeed

We are looking for evidence that you can operate at this level.

You should have

- hands-on Talent Acquisition or recruitment experience where you have personally sourced and approached candidates;
- recent experience with difficult searches where publishing a vacancy was not enough;
- strong direct sourcing and headhunting capability;
- experience using professional networks, recruitment databases, Boolean/X-Ray search, target-company research or comparable sourcing methods;
- experience researching candidate markets and deciding where and how to search;
- evidence of working with Hiring Managers or senior stakeholders to clarify requirements and improve recruitment approaches;
- the judgement to distinguish essential capability from desirable background;
- an ability to identify potentially solid transferable candidates rather than relying only on exact rsum matches;
- experience diagnosing recruitment funnels and changing sourcing, messaging,



candidate populations or channels when evidence shows a campaign is not working;
- sound judgement about the boundary between recruiter evaluation and specialist qualified or technical assessment;
- clear written communication;
- evidence-based decision making; and
- the ability to combine recruitment strategy with personal execution.

Exact previous title is not important. You may currently be a:

- Talent Acquisition Manager;
- Talent Acquisition Lead;
- Senior Talent Acquisition Partner;
- Senior Talent Partner;
- Talent Partner;
- Principal Recruiter;
- Technical Recruiting Lead;
- Lead Technical Recruiter;
- Technology Search Consultant;
- Senior Search Consultant; or
- another recruitment professional whose actual responsibilities demonstrate the required capability.

Preferred / Nice-to-Have Experience Experience in one or more of the following would be useful but is not essential:

- Product or SaaS recruitment;
- technology startups or scale-ups;
- specialist technology or executive search;
- high-quality RPO / embedded Talent Acquisition;
- engineering, product, design, data or AI recruitment;
- leadership or difficult specialist searches;
- recruiter coaching or enablement;
- recruitment analytics and funnel measurement;
- compensation or candidate-market research;
- building or improving Talent Acquisition processes; or
- AI-assisted recruitment research, sourcing or analysis.

We are more interested in what you have personally owned, solved and improved than whether your previous employer, industry or job title exactly resembles MenuWise. AI-Assisted Recruitment

MenuWise uses AI as a normal professional tool where it improves research and analysis.

For Talent Acquisition this may include:

- candidate-market research;
- company research;
- title discovery;
- sourcing hypotheses;
- search construction;
- profile comparison;
- campaign analysis;
- screening preparation;
- outreach preparation; and
- recruitment intelligence.

Professional judgement and verification remain essential. AI does not make hiring decisions.

📌 Talent Acquisition Manager - Technology, Product & Specialist Hiring (Hyderabad)
🏢 Menucoster
📍 Hyderabad