About Dezerv

Dezerv is a wealth-tech platform focused on building a differentiated investment and wealth management experience for affluent and HNI Indians. We are a fast-growing organization where talent is a key driver of our growth, and we are looking for a Talent Acquisition Consultant who can help us build high-quality teams across technology and business functions.

About the Role

As a Talent Acquisition Consultant, you will own and drive the end-to-end recruitment lifecycle across a diverse set of technology and non-technology roles. You will partner closely with hiring managers and business leaders to understand hiring requirements, shape sourcing strategies, identify and engage high-quality talent, and drive mandates from initial sourcing through offer closure and joining.

This is a 6-month contractual role initially, suited for someone who enjoys consultative hiring, stakeholder management and independently driving multiple mandates in a fast-paced, high-growth environment.

Key Responsibilities

End-to-End Recruitment

- Own the complete recruitment lifecycle from requirement understanding and sourcing to offer closure and onboarding.
- Independently manage multiple hiring mandates simultaneously across technology and non-technology functions.
- Build a strong understanding of the role, team charter, success expectations and ideal candidate profile before initiating a search.
- Develop and maintain healthy, relevant talent pipelines and ensure positions move efficiently through the hiring funnel.
- Conduct initial candidate screening and assess relevant experience, career trajectory, motivation and overall role fit.

Technology Hiring

- Drive hiring across engineering and technology roles such as Software Engineers, Engineering Managers, Product Managers, Data, DevOps, QA and other technical positions.
- Understand technical requirements sufficiently to identify and evaluate relevant profiles.




- Identify and engage candidates through LinkedIn Recruiter, referrals, databases, communities and other relevant sourcing channels.
- Build targeted talent pools for niche and difficult-to-hire technology mandates.

Non-Technology Hiring

- Drive hiring across business and corporate functions such as Sales, Marketing, Finance, HR, Operations, Customer Success and other business roles.
- Build targeted sourcing strategies based on role complexity, seniority and talent availability.
- Develop strong talent pools for recurring and critical hiring requirements.

Stakeholder Management & Talent Advisory

- Partner closely with hiring managers and business leaders to understand hiring priorities and translate them into effective recruitment strategies.
- Act as a talent advisor by providing insights on talent availability, compensation, notice periods, competition and market trends.
- Challenge hiring requirements or expectations when required and recommend practical alternatives based on market realities.
- Drive regular hiring reviews with stakeholders and proactively identify bottlenecks, risks and opportunities to improve hiring outcomes.
- Ensure clear alignment between recruiters, interviewers and hiring managers throughout the recruitment process.

Candidate Management & Experience

- Act as the primary point of contact for candidates throughout the recruitment journey.
- Build robust candidate relationships and represent Dezerv's culture, mission and employee value proposition effectively.
- Ensure timely communication, interview coordination,



feedback closure and offer management.
- Manage candidate expectations throughout the process and proactively address concerns or potential drop-offs.
- Support offer negotiations and drive strong offer-to-join conversion.

Recruitment Strategy & Analytics

- Build and maintain talent pipelines for both immediate and future hiring needs.
- Track recruitment metrics such as time-to-hire, source effectiveness, pipeline conversion, offer-to-join ratio and hiring funnel efficiency.
- Use recruitment data to identify bottlenecks and recommend improvements to hiring processes. Maintain accurate and structured recruitment data across the ATS and hiring trackers.
- Work with external recruitment partners where required and monitor their quality, productivity and outcomes.

What We're Looking For

- 3–5 years of experience in Talent Acquisition / Recruitment.
- Strong hands-on experience in either technology or non-technology hiring, with the ability and willingness to work across both.
- Experience independently managing multiple hiring mandates from sourcing to closure across different levels of seniority.
- Strong sourcing expertise across LinkedIn Recruiter, referrals, databases, communities and other relevant channels.
- Ability to understand role requirements, identify relevant talent and conduct effective first-level candidate assessments.
- Excellent stakeholder management and communication skills, with the ability to work directly with hiring managers and business leaders.
- Ability to provide market insights and challenge hiring requirements when required.
- Strong candidate management, negotiation and offer-closing skills.
- Data-driven approach to recruitment with an understanding of hiring funnel metrics.
- High ownership, bias for action and ability to operate independently in a fast-paced environment.
- Comfortable working 5 days a week from office.

📌 Talent Acquisition Consultant (Bengaluru)
🏢 dezerv.
📍 Bengaluru