About Arthan Better leaders. Bolder missions. Biggerchange. Arthan exists to unlock the potential of those who advancethe world. We partner with social-impact organisations to build theleadership, structures, and ecosystems that turn ambition intooutcomes — across education, climate, health, and beyond. Our workspans strategy, talent, and ecosystems: helping mission-drivenorganisations attract, hire, and develop the leaders who willdefine the next decade and designing the systems and culture thatlet them scale without losing what makes them work. Ours is nottransactional recruitment; it is long-term partnership withorganisations navigating growth, transition, and complexity. Overthe last 10 years and 3,000+ placements, we have become a trustedpartner to some of the most serious organisations in the world:INGOs, foundations, social enterprises, climate organisations, andgovernment-adjacent institutions, on the decisions they can leastafford to get wrong: who leads their work. The Mandate This is nota senior recruiter with a title, and it is not a delivery managerwho supervises a process. It is the operating leadership of agrowing people consulting business unit with Arthan, for someonewho can take what 10 years of founder-led effort has built andscale it into an institution that does not depend on any one personto run it. You will lead a team of 3 managers and 12 recruiters todeliver 240 roles per annum in the impact sector, a run-rate ofroughly 20 placements a month, while owning client relationships atthe most senior level and building the systems that let qualityscale faster than headcount. Three non-negotiable objectives forthe first 18 months: Deliver the number: build the team rhythm,pipeline discipline, and quality bar that gets 12 recruiters to 240closed roles a year, sustainably. Build a serious executive searchpractice: move average revenue per role upward across the threeverticals and set the quality standard for CXO and seniorleadership mandates. Integrate AI into delivery workflows: reducinggrunt work, cutting cost per closure,



and freeing the team's bestenergy for the work only humans can do. What You Own Delivery andtargets End-to-end ownership of the 240-role annual deliverytarget: monthly targets owned, tracked, and delivered. Pipelinediscipline across intake, sourcing, shortlisting, closure, andpost-placement follow-up. Pricing architecture, mandate strategy,and deal discipline: knowing which mandates to take and which towalk away from. Team leadership Direct leadership of 3 managers and12 recruiters across the International, Urban NGO, and Private /CSR / Social Enterprise verticals. Functional oversight ofresearchers and account managers supporting the delivery engine.Performance management, coaching, and accountability, includingmaking hard calls on underperformance. Hiring and onboarding tokeep the team at strength as the business grows. Clientrelationships and executive search Own client relationships at themost senior level, as a peer, not a service provider. Lead pitches,escalations, and key accounts alongside the delivery mandate.Design and lead the executive search offering, from intake toclosure, and build Arthan's positioning with global impactinstitutions. AI and workflow integration Map current deliveryworkflows and identify automation opportunities. Pilot andimplement AI tools across sourcing, screening, ATS hygiene, andreporting. Build a leaner operating model, fewer people doinghigher-value work. Founder partnership Act as the Founder'soperating partner as he transitions to a larger institutionalmandate. Absorb commercial and execution load, no escalation thatshould have been owned. Represent Arthan externally at the levelthe Founder previously occupied.



Who We Are Looking For ExperienceMinimum 12 years of experience in talent acquisition, executivesearch, or leadership advisory, with at least 5 years leadingdelivery teams. Has sat inside an executive search firm orleadership advisory practice, understands retained search, not justrecruitment. Has worked in or closely with the impact sector, not acareer pivot. Has carried and delivered against revenue orplacement targets, and led a team through them. Has made hardcalls, including exiting underperformers and walking away fromclients. Soft skills Executive presence, credible in the room withCXOs, board members, and founders of global impact institutions.Commercial judgment, instinct for pricing, deal discipline, andwhich mandates build the franchise. Coaching and performanceleadership, raises the bar for 12 people without burning them out.Decisiveness, comfortable making calls with incomplete informationand owning the outcome. Structured communication, crisp written andverbal communication with clients, candidates, and the team.Resilience and rhythm, sustains a 20-placements-a-month operatingcadence without letting quality slip. Integrity and discretion,handles candidate, client, and compensation information withcomplete confidentiality. Software and tools Applicant trackingsystems, hands-on fluency with at least one modern ATS (e.g.,Manatal, Zoho Recruit or similar) including pipeline hygiene andreporting. Sourcing platforms, advanced use of LinkedIn Recruiterand Boolean / X-ray search techniques. AI tools, meaningfulexposure to AI-assisted sourcing, screening, and workflowautomation (LLM tools, and automation platforms such as Zapier orMake) beyond casual Claude Pro use. Spreadsheets and dashboards,robust Google Sheets / Excel skills for target tracking, capacityplanning, and revenue dashboards; familiarity with a BI tool (e.g.,Looker Studio) is a plus. CRM and collaboration, comfortable with asales/client CRM and the Google Workspace suite.

📌 Director: Talent Solutions (New Delhi)
🏢 Arthan
📍 New Delhi