Build the Team Behind the Future of AI

At goML, we design and build cutting-edge Generative AI, AI/ML, and Data Engineering solutions that help businesses unlock the full potential of their data, drive intelligent automation, and create transformative AI-powered experiences.

Our mission is to bridge the gap between state-of-the-art AI research and real-world enterprise applications—helping organizations innovate faster, make smarter decisions, and scale AI solutions seamlessly.

We’re looking for a Talent Acquisition Associate with 1–2 years of experience who can take ownership of the complete recruitment lifecycle across both technical and non-technical roles.

In this role, you’ll work closely with hiring managers and internal stakeholders to understand talent requirements, build solid candidate pipelines, manage interviews and offers, deliver a great candidate experience, and contribute to GoML’s employer branding initiatives.

If you enjoy recruitment, people conversations, sourcing, employer branding, and working in a fast-paced startup environment, this role is for you.

Why You? Why Now?

As GoML continues to grow, building the right teams becomes critical to how quickly we can scale and deliver impact.

We need someone who can go beyond interview coordination and take ownership of hiring from requirement intake to joining. You’ll have the opportunity to work across multiple functions, understand different technology roles, partner closely with hiring managers, and help shape how candidates experience GoML.

This role is ideal for someone early in their Talent Acquisition career who wants exposure to end-to-end hiring, stakeholder management, employer branding, and startup recruitment.

What You’ll Do

First 30 Days: Learn, Understand & Build Context

During your first month, you’ll focus on understanding GoML’s business, teams, hiring processes, and recruitment ecosystem.

- Understand GoML’s business, culture, AI and technology offerings, organizational structure, and key functions.
- Familiarize yourself with the complete Talent Acquisition process from manpower requirement to candidate onboarding.
- Understand active hiring requirements, hiring priorities, timelines, and role-specific expectations.
- Build an understanding of technical roles across AI/ML, Engineering, Data, Cloud, DevOps, and related technology functions.
- Understand hiring requirements across non-technical functions such as Sales, Customer Success, Project Management, Operations, and other business roles.
- Learn how to conduct effective requirement intake discussions with hiring managers.
- Understand existing sourcing channels, recruitment platforms, ATS processes, interview workflows, and candidate communication standards.
- Begin sourcing candidates through LinkedIn,



job portals, employee referrals, databases, and other relevant channels.
- Conduct initial screening calls and assess candidate experience, skills, communication, compensation, notice period, and career expectations.
- Start coordinating interviews and ensuring candidates receive timely communication.
- Understand GoML’s employer branding voice, careers communication, and recruitment-related social media initiatives.
- Build relationships with hiring managers, interviewers, HR team members, and other key stakeholders.

By 60 Days: Own Hiring Requirements & Candidate Pipelines

By the end of your second month, you should be independently handling assigned recruitment requirements.

- Own the complete recruitment lifecycle for assigned technical and non-technical roles.
- Work directly with hiring managers to clarify job requirements, must-have skills, experience expectations, budgets, and hiring timelines.
- Create targeted sourcing strategies for different roles.
- Build and maintain strong candidate pipelines through proactive sourcing and outreach.
- Conduct candidate screening and shortlist relevant profiles based on role requirements.
- Coordinate interviews across multiple rounds and ensure smooth scheduling between candidates and interview panels.
- Follow up with interviewers and ensure timely feedback collection.
- Maintain consistent candidate engagement throughout the recruitment process.
- Support offer discussions, salary negotiations, documentation, and offer rollout.
- Engage offered candidates during the pre-joining period to improve offer-to-joining conversion.
- Maintain accurate candidate records and recruitment data in the ATS or hiring tracker.
- Track recruitment metrics such as sourcing conversion, interview conversion, offer acceptance, joining ratio, and turnaround time.
- Identify sourcing or hiring challenges and proactively communicate them to relevant stakeholders.
- Support employer branding activities including job posts, hiring campaigns, employee stories, and recruitment content.
- Contribute to campus hiring, recruitment drives, referral campaigns, or other talent initiatives when required.

By 90 Days: Drive Hiring Independently & Improve the Process

By your third month, you should be operating as an independent Talent Acquisition partner for your assigned roles.





- Independently manage multiple hiring requirements across technical and non-technical functions.
- Take ownership of hiring timelines, candidate pipelines, interview coordination, offer closure, and joining follow-ups.
- Build strong working relationships with hiring managers and proactively provide recruitment updates and market insights.
- Improve sourcing effectiveness by identifying new talent pools, sourcing channels, and outreach approaches.
- Build pipelines for recurring and upcoming hiring requirements.
- Identify bottlenecks in the recruitment process and recommend improvements.
- Track and analyze recruitment funnel metrics to improve conversion and turnaround time.
- Ensure a consistent and high-quality candidate experience across all stages of recruitment.
- Strengthen candidate engagement during the offer and pre-joining stages to reduce dropouts.
- Take greater ownership of GoML’s employer branding initiatives across LinkedIn and other relevant channels.
- Collaborate with internal teams to create hiring content, recruitment campaigns, employee stories, and talent-focused communication.
- Support initiatives that strengthen GoML’s visibility and reputation as an employer in the technology and AI talent market.
- Share hiring insights, candidate feedback, salary trends, and talent market observations with internal stakeholders.
- Continuously improve recruitment processes, candidate communication, and sourcing strategies.

What We’re Looking For

Must-Haves
- 1–2 years of experience in Talent Acquisition, Recruitment, or a similar role.
- Hands-on experience managing different stages of the end-to-end recruitment lifecycle.
- Experience hiring for both technical and non-technical roles.
- Experience sourcing candidates through LinkedIn, job portals, referrals and other recruitment channels.
- Good understanding of candidate screening and evaluation.
- Strong written and verbal communication skills.
- Ability to engage candidates professionally and build strong relationships.
- Good stakeholder management and follow-up skills.
- Ability to manage multiple open positions and candidates simultaneously.
- Strong ownership, organization, and attention to detail.
- Comfortable working in a fast-paced and dynamic environment.

Nice to Have

- Prior experience working in a startup or high-growth organization.
- Experience hiring for AI/ML, Software Engineering, Data Engineering, Cloud, DevOps, or other technology roles.
- Exposure to employer branding, recruitment marketing, or LinkedIn hiring campaigns.
- Familiarity with Applicant Tracking Systems and recruitment dashboards.
- Experience supporting campus hiring, recruitment drives, or employee referral programs.
- Interest in understanding emerging technologies and technology talent markets.

📌 Talent Acquisition Associate (India)
🏢 goML
📍 India