The talent acquisition partner owns hiring outcomes — not requisitions. You will partner directly with hiring managers, drive sourcing strategy, rigorously assess candidates and close the right people. You will also help continuously improve how the TA team works: through better processes, smarter use of technology and active participation in TA projects.

The standard we hold ourselves to: a recruiter might say "I have 25 candidates in the pipeline." A TAP should be able to say: "This profile is difficult in this market. Here is the talent data, here are the alternatives, and here is my recommendation."

What you'll do

Hiring ownership

- Own full-cycle recruiting for assigned roles across functions and levels — intake to signed offer, minimal escalation
- Run structured intakes: define the brief, calibrate the profile, align on process and assessment criteria
- Challenge unrealistic requirements constructively — bring market data, not just pushback
- Track funnel health and KPIs (time-to-fill, offer acceptance, candidate NPS, % in comp band); take accountability for improving them

Hiring manager partnership

- Build trusted, consultative relationships — you add insight, not just process
- Proactively share market intelligence, pipeline observations and recommendations
- Advise on talent availability, compensation benchmarks and realistic timelines with real data

Sourcing & assessment

- Build targeted sourcing strategies per role — advanced Boolean, LinkedIn Recruiter, talent mapping, passive engagement
- Run structured screens that go beyond resume pattern-matching; assess for genuine fit
- Lead offer and compensation discussions; anticipate and manage offer risks early

Candidate experience

- Communicate proactively throughout the funnel; keep candidates warm and handle difficult conversations (feedback,



comp, competing offers) with care
- Partner with hiring managers to improve candidate-facing processes and content

TA projects, technology & continuous improvement

- Identify process inefficiencies and drive improvements — don't accept "this is how we've always done it"
- Participate in — and where appropriate lead — TA projects: process improvement, automation, reporting or candidate experience
- Evaluate new recruiting tools and AI; recommend adoption where it creates genuine value
- Explore automation opportunities in sourcing, screening, scheduling or comms; implement with team input
- Stay current on recruiting technology and AI trends; bring ideas proactively rather than waiting to be asked

What we're looking for

- 4–6 years of full-cycle recruiting experience in a high-growth tech or fintech environment
- Proven ability to independently own hiring across functions and seniority levels
- Solid sourcing: advanced Boolean, LinkedIn Recruiter, passive engagement, talent mapping
- Data-driven mindset — you track metrics, know what's working and course-correct when it isn't
- Consultative stakeholder approach — able to push back, add perspective and influence without authority
- Genuine curiosity about TA technology and AI; appetite to experiment and improve how the team works
- Comfortable with compensation discussions, offer negotiations and senior stakeholder conversations
- Solid Greenhouse or comparable ATS experience

Why join us

- Own meaningful hiring across a scaling organization — a genuine seat at the business table
- Active role in shaping TA processes, technology and team practices as the function grows
- Clear path toward more complex, strategic hiring at the next level
- Competitive compensation, strong benefits and a TA team that takes the craft seriously

📌 Talent Acquisition Partner (India)
🏢 Ocrolus
📍 India