TALENT ACQUISITION MANAGER – HIRING & TEAM PERFORMANCE OWNERSHIP

Experience Required: 15+ Years (Talent Acquisition / HR Recruitment)

Engagement Type: Independent Contractor

Compensation: 100% Commission-Based (No Fixed Salary, No Retainer, No Draw)

Location: Remote | Reports to: Founder | Start: Immediate joiners only

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⚠️ READ THIS BEFORE YOU APPLY

This role has NO fixed monthly salary, no base pay, no retainer, and no guaranteed minimum income. Every rupee you earn comes from commission on sales the company closes — not from how many people you recruit.

To remove all confusion (a lot of applicants have gotten this wrong):

❌ You do NOT get paid per person you hire, per interview conducted, or per offer rolled out.

✅ You ONLY get paid when the interns/HR staff you hired help produce an actual confirmed sale.

If your hires don't generate sales, you earn zero that month — no matter how many people you recruited or trained. This is different from a typical recruiter commission (usually paid per hire). Here, commission is tied to business revenue, not hiring volume.

Do not apply unless

✔ You're 100% comfortable with variable, commission-only income with no floor

✔ You can start immediately — no 2–4 weeks' notice, no "exploring options"

✔ You've read the compensation section below and have zero doubts about how you get paid

If not, please don't apply — it saves both of us time.

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ABOUT THE ROLE

We need an ownership-driven Independent Contractor to run end-to-end hiring for interns and HR staff, and then stay accountable for how those hires perform once they're in seat — specifically, the sales they help generate for the company. This is hands-on and performance-first: you're paid for downstream sales results, not hours logged or headcount added.

WHAT YOU'LL DO

- Own end-to-end hiring for interns and HR staff — sourcing, screening, interviewing, onboarding — on a continuous cycle to offset attrition
- Build a repeatable hiring pipeline for both tracks, with role-specific assessment criteria
- Design a tiered structure (team leads for interns, senior HR leads) so the group scales beyond one person
- Create training/onboarding material so new hires ramp up quick and consistently
- Monitor post-hire performance and retrain, coach, or backfill as needed
- Track and report hiring + performance metrics (time-to-hire, attrition, quality of hire, sales output per resource) to leadership
- Be the single point of accountability for the intern + HR workforce functioning well and generating sales

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COMPENSATION STRUCTURE — READ CAREFULLY

Fixed salary / base / retainer: None. Zero.

What you're paid on: A pre-agreed commission per confirmed company sale generated by the interns/HR staff you hired and manage

What you're NOT paid on: Number of people hired, interviews conducted, roles filled, or recruitment activity of any kind

Payout trigger: Only when a sale is actually closed by the company through the work of your hired resources

If no sales happen: No commission that period — this can mean ₹0 in a given month

Payment process: Invoice-based monthly payout against verified/confirmed sales; TDS deducted at source

Engagement type: Independent Contractor Agreement (not employment)

In one line:



You are compensated as a percentage of company sales revenue attributable to the people you hired — not as a recruiter fee per hire.

WHAT COUNTS AS "SALES" HERE The company's core activity — and the ONLY activity your interns will work on — is the Report Project. Reports are then pitched by the sales team, B2B (to companies) and B2C (freshers, working professionals, job aspirants).

? HOW IT WORKS

✅ Interns produce reports daily.

✅ Sales team converts reports into sales daily.

✅ At month-end, all reports sold are totalled, commission is calculated per report sold, and paid out.

More reports sold in the month → higher your commission at month-end. ?

Interns do NOT do multiple jobs. They work exclusively on the Report Project. Everything below is downstream by-product output of that one activity — not extra tasks assigned on top:

- Course sales — 6-month certification programs in Cyber Security, Software Development, HR, BPO, Tech Sales, Data Analytics
- HR and staffing projects
- IT and B2B projects
- 6-month paid internship-cum-training — a completely separate coaching-center funnel run by a separate team, with its own revenue stream (students pay for training + placement support). NO connection to the 1,000 Report Project interns.
- Affiliation programs and brand promotions

These are by-products of the Report Project — not parallel work your interns are additionally assigned.

? The company is already exploring new revenue funnels beyond these. As they go live, they remain by-products of the same core Report Project — interns still only work on the Report Project. Commission is calculated on confirmed sales closed across the core activity or its by-products. Exact commission rate per sale type will be shared before you begin.

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WHAT WE'RE LOOKING FOR

- Minimum 15 years in Talent Acquisition/HR Recruitment, with strong command of end-to-end recruitment practices
- Proven volume hiring experience — continuous pipeline management, not one-off hiring
- Experience managing people after they're hired — not just sourcing and handing off
- Comfortable designing tiered/team-lead structures for large groups
- Process-oriented: can build SOPs, training material, and performance tracking from scratch
- Prior experience managing a mixed workforce (interns + full-time, or multiple functions) — strong plus
- Genuine ownership mentality — accountable for sales performance of your hires, not just filling seats
- Fully willing to work under a 100% commission, no-base-salary structure — non-negotiable
- Available to start immediately

GOOD TO HAVE

- Experience designing tiered structures that scale a workforce beyond direct-management ratios
- Familiarity with ATS/CRM/dialer tools for tracking hiring and downstream sales performance

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THE INTERNSHIP PROGRAM YOU'LL BE HIRING FOR

Reference material so it never has to be explained twice.

⚠️ TWO COMPLETELY SEPARATE THINGS

- The 1,000 Report Project interns (below) work strictly UNPAID — no stipend from RP Strativa, no fee from the intern.



Their "payment" is the certificate, LOR, portfolio, and PPO pathway below.
- The "6-month paid internship" mentioned above as a revenue by-product is a separate coaching-center program run by a separate team. Entirely different from the interns you're hiring here — you are hiring for #1 only.

HIRING REQUIREMENT

– Engineering colleges: 400 interns

– Non-tech / Arts colleges: 600 interns

– Total: 1,000 interns

Sourcing must be strictly from these two categories — no exceptions.

THE 6 DOMAINS

- Cyber Security 2. Software Development 3. HR 4. BPO 5. Tech Sales 6. Data Analyst

PROGRAM FORMAT (all 6 domains)
- Duration: 6 months
- Type: Strictly unpaid — no stipend, no fee either direction. Hands-on internship-cum-certification program (not to be confused with the separate paid coaching funnel above)
- Structure: One full track per domain — no tiers, no paywall
- Curriculum: 12–13 structured modules per domain
- Each domain runs a 4-phase journey:

– Cyber Security → Wazuh, ELK Stack, Burp Suite CE, Wireshark, Nmap, Kali Linux

– Software Development → Learn → Build → Ship → Demo

– HR → Source → Hire → Onboard → Optimize

– BPO → Learn → Handle → Support → Improve

– Tech Sales → Prospect → Pitch → Negotiate → Close

– Data Analyst → Collect → Clean → Analyze → Present

WHAT INTERNS ACTUALLY GET

- Hands-on training with real industry-standard, open-source/free-tier tools — not a "student edition"
- Real work — real code, datasets, recruitment drives, CRM workflows, open-source projects. No live-client claims unless genuinely true
- Open-source project exposure, especially in Software Development
- PPO pathway — top 5–10% of every batch considered for a Pre-Placement Offer or paid contract role on RP Strativa's own delivery team, subject to performance
- Every graduate leaves with: Certificate of Completion, Letter of Recommendation, a real portfolio artifact, AICTE-portal credit-eligible record, and placement support (resume review, mock interviews, referrals)

ELIGIBILITY SNAPSHOT

– Cyber Security / Software Development: CS/IT or related field; basic programming exposure helpful; 8GB+ RAM laptop recommended

– HR: HR/business/psychology or related; basic computer literacy; strong communication preferred

– BPO: Any discipline; clear communication; basic computer literacy

– Tech Sales: Any discipline; strong verbal communication; comfort with outreach

– Data Analyst: Quantitative/business/technical field; basic Excel; 8GB+ RAM laptop recommended

– All domains: Able to commit weekly hours for the full 6-month program

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MUST HAVE

- Minimum 15 years of strong talent acquisition/HR recruitment experience — non-negotiable
- Prior experience managing people post-hire and driving their performance — not just sourcing/closing
- Full comfort with variable, commission-only income tied strictly to company sales — no fixed salary is offered
- Immediate availability to join

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Before you message/apply, please confirm to yourself:

- I understand there is no fixed salary — income depends entirely on sales generated by my hires.
- I understand this is different from being paid per recruitment/hire.
- I can join immediately.

If all three are true, we'd love to hear from you.

📌 Director Talent Acquisition (India)
🏢 RP STRATIVA GLOBALS
📍 India