About Urban Vault

Urban Vault is a premium managed workspace and facility solutions company, trusted by leading enterprises and global capability centres (GCCs) for delivering consistent, high-quality workplace experiences across our portfolio. As we scale, we are building out a talent acquisition function that can move at the pace of the business, one that understands both mainstream operational hiring and the niche, design-led roles that make Urban Vault's spaces distinctive.

Role Overview The Senior Recruiter will own end-to-end hiring for Urban Vault's non-tech functions, spanning facility management, operations, client relations, sales, admin, and workspace/interior design. This is a hands-on, individually-driven role for someone who thrives on running a full recruitment desk independently, from sourcing through offer, while also bringing a distinct edge in hiring for workspace and interior design talent.

This role sits close to the business: the person will partner directly with functional leaders to understand hiring needs, build strong candidate pipelines in niche and competitive markets, and represent Urban Vault as an employer of choice.

Key Responsibilities

- End-to-End Recruitment: Own the full recruitment lifecycle across non-tech roles — sourcing, screening, interview coordination, offer negotiation, and closure.
- Workspace Hiring: Build and manage a strong pipeline of designers, CRM, PMs, space planners, and workspace design professionals, understanding portfolios and design sensibility, not just resumes.
- Stakeholder Management: Partner closely with hiring managers and functional leaders to translate hiring needs into clear role briefs, and keep them updated through the hiring cycle.
- Sourcing Strategy: Use a mix of job boards, LinkedIn, referrals, design/architecture communities, and niche talent pools to build a consistent pipeline for both volume and specialised roles.
- Vendor & Agency Management: Manage relationships with recruitment agencies and staffing partners where required, ensuring quality and cost-effective closures.
- Employer Branding:



Represent Urban Vault authentically to candidates, contributing to job descriptions, outreach messaging, and candidate experience that reflect the company's culture and values.
- Market Intelligence: Track compensation benchmarks, talent availability, and hiring trends in both the workspace/design market and broader non-tech functions to advise hiring managers.
- Reporting & Hygiene: Maintain accurate hiring trackers and funnel metrics (time-to-fill, source effectiveness, offer-to-join ratio), and report hiring status to leadership on a regular cadence.
- Onboarding Coordination: Work with People to ensure a smooth handover from offer acceptance to onboarding for new joiners.

Ideal Candidate Profile

- Background: Core non-tech recruitment background; candidates with prior exposure to hiring for real estate, interior design, architecture, or facility management domains are strongly preferred.
- Experience: 5+ years of recruitment experience, with the majority of that experience in non-tech hiring.
- Independence: Proven ability to run a recruitment desk independently with minimal hand-holding, in a fast-paced, scaling environment.

Key Hiring Criteria

- Recruitment Fundamentals: Strong, demonstrable end-to-end recruitment skills across sourcing, screening, and closing.
- Domain Versatility: Ability to flex between high-volume operational hiring and niche, portfolio-driven design hiring within the same role.
- Stakeholder Confidence: Comfortable pushing back on hiring managers, setting realistic timelines, and managing expectations across levels.
- Communication: Articulate and consultative, able to sell the Urban Vault opportunity convincingly to passive candidates.
- The Ideal Fit:



A well-rounded non-tech recruiter who is equally credible sourcing an operations manager and evaluating an interior designer's portfolio — this combination is uncommon and central to the role.

Scope & Reporting Structure

- This is an individual contributor role reporting into People Lead.
- The role covers all non-tech hiring for Urban Vault, with workspace/interior design roles as a specific and ongoing mandate.
- Tech hiring, if any, sits outside the scope of this role.
- As hiring volume grows, this role may evolve to include mentoring or managing junior recruiters.

Our Values

8 principles that define how we work, grow, and show up every day.

- 1. Pride in the Brand: The UV Standard. Our name means something. We show up worthy of it every day.
- 2. Customer Wins Are Our Wins: We don't just lease space. We earn trust. When they win, we win.
- 3. Ownership Over Excuses: Hold the keys, all the way. We don't hand problems back. We close them.
- 4. Build Like It Scales: Build for the tenth floor, not the first. Every process should work at 10× our current size.
- 5. Speed With Direction: Move fast. Know where you're going. Speed without clarity is just noise.
- 6. Integrity in Every Action: Do the right thing, even when no one's watching. Our word is our foundation.
- 7. Communicate Clearly & Directly: Glass walls, open doors. No hidden corridors. Say it straight.
- 8. Grow Together: No silos. One floor plan. We build leaders, invest in people, and win as one team.

What We Offer

- Ownership of a critical, high-visibility hiring mandate spanning both operational and niche design talent.
- Competitive compensation, commensurate with experience, plus performance-linked incentives.
- Group health insurance for self and family, and accident cover.
- A clear growth path as the talent acquisition function scales with the business.
- Structured learning & development support.
- A collaborative, low-hierarchy culture where direct communication is the norm.
- The opportunity to shape hiring strategy for a rapid-growing, design-conscious workspace brand.

📌 Talent Acquisition (Bengaluru)
🏢 Urban Vault
📍 Bengaluru