WE’RE HIRING | TALENT ACQUISITION MANAGER – HEALTHCARE, WELLNESS & PHARMA

Drip Labs | Gurugram, Delhi NCR | On-Site | Full-Time

ABOUT DRIP LABS

Drip Labs is building a physician-led premium healthcare and wellness ecosystem at the intersection of:

IV Therapy × Functional Health × Wellness × Aesthetics × Recovery × Longevity × Preventive Healthcare

As we scale our clinical, commercial and operational teams, we are looking for an experienced Talent Acquisition Manager who can build the organization from the ground up.

This is a hands-on recruitment leadership role for someone who knows how to source, assess, close and onboard strong talent—especially within healthcare, wellness, pharmaceutical, medical aesthetics, skincare, longevity and related industries.

THE ROLE

You will own end-to-end Talent Acquisition at Drip Labs and work directly with the Founder, leadership team and functional heads to convert business requirements into high-quality hires.

The ideal candidate understands that startup recruitment requires speed, persistence, market knowledge, strong candidate relationships and the ability to personally close difficult positions when required.

You will build both the team and the recruitment engine required for Drip Labs' growth.

KEY OUTCOMES & OWNERSHIP

1. BUILD THE DRIP LABS TEAM

Outcome: Critical positions are filled with the right talent within defined timelines.

Own hiring across

Doctors • Nurses • Clinical Staff • Medical Counselors • Healthcare Professionals • Centre Managers • Operations • Business Development • Medical Sales • Marketing • Customer Experience • Corporate Functions

- Understand manpower requirements with hiring managers
- Translate requirements into precise JDs and candidate profiles
- Develop role-specific sourcing strategies
- Own the recruitment funnel from sourcing to joining

1. SOURCE TALENT AGGRESSIVELY & INTELLIGENTLY

Outcome: A strong, continuously refreshed talent pipeline for both immediate and future requirements. Use multiple sourcing channels including:

LinkedIn / LinkedIn Recruiter • Naukri • Indeed • Foundit • Apna • Internshala • Employee Referrals • Social Media • Recruitment Consultants • Industry Networks • Direct Sourcing • Databases • Campus/Placement Cells

You should be comfortable with Boolean search, passive-candidate sourcing, headhunting, market mapping and competitor talent mapping.

1. SPECIALIZED & CRITICAL HIRING

Outcome: Difficult, niche and urgent positions are closed without compromising candidate quality. Build targeted talent pools for specialized healthcare and business roles.

For critical positions, you should be capable of personally driving:

Search → Approach → Screening → Interview → Negotiation → Offer → Joining

You must be comfortable handling immediate and time-sensitive hiring requirements in a high-growth environment.

1. BUILD CAMPUS & INSTITUTIONAL TALENT CHANNELS

Outcome: Drip Labs develops reliable long-term talent sources beyond conventional job portals.

Build relationships with

- Medical colleges
- Nursing colleges
- Allied healthcare institutions
- Pharmacy/life-science institutes
- Management institutes
- Universities and placement cells
- Professional associations and industry networks





Develop internship, fresher, trainee and experienced-hire pipelines where relevant.
1. OWN THE COMPLETE RECRUITMENT FUNNEL

Outcome: Candidates move efficiently from sourcing to joining with minimal leakage.

Manage

Requirement → Sourcing → Screening → HR Interview → Functional Interview → Selection → Offer → Negotiation → Documentation → Joining → Onboarding

Maintain strong candidate communication and follow-ups throughout the process.

1. IMPROVE OFFER-TO-JOINING CONVERSION

Outcome: Selected candidates actually join.

- Understand candidate motivations and concerns
- Manage compensation discussions within approved structures
- Maintain regular engagement during notice periods
- Identify joining risks early
- Build strong candidate relationships
- Reduce offer dropouts and last-minute cancellations

1. REDUCE ATTRITION THROUGH BETTER HIRING

Outcome: Hiring decisions contribute to stronger retention—not simply faster closures. Work with HR and functional leaders to understand:

Why people leave → Which profiles retain → Which hiring sources perform → Where hiring quality is weak

Track early-stage attrition and identify patterns in role fit, compensation, expectations, manager fit and candidate quality.

Use these insights to continuously improve hiring profiles and sourcing strategy.

1. BUILD A HIGH-PERFORMING RECRUITMENT TEAM

Outcome: Recruitment becomes a predictable, measurable and scalable function.

As the team grows

- Hire and train recruiters
- Allocate positions based on priority
- Set daily/weekly recruitment targets
- Review sourcing and interview pipelines
- Coach recruiters on difficult closures
- Improve recruiter productivity
- Build accountability around TAT and joining outcomes

You should be able to lead the team while personally stepping into critical searches.

1. WORK DIRECTLY WITH FOUNDERS & BUSINESS LEADERS

Outcome: Hiring priorities remain aligned with business growth. Partner with leadership to understand:

- Current manpower gaps
- Expansion plans
- New functions
- Critical capabilities
- Budget and compensation ranges
- Hiring priorities and timelines

Provide realistic hiring-market feedback rather than simply forwarding CVs.
1. BUILD RECRUITMENT SYSTEMS & MIS

Outcome: Leadership has complete visibility of the hiring pipeline.

Track and report

- Open positions
- CVs sourced
- Screening conversion
- Interviews
- Selections
- Offers
- Offer acceptance
- Joining ratio
- Time-to-fill / TAT
- Source effectiveness
- Cost per hire
- Early attrition
- Recruiter productivity

Maintain accurate ATS/HRMS, Excel/Google Sheets and recruitment trackers.
1. CREATE A STRONG CANDIDATE EXPERIENCE

Outcome: Every candidate interaction strengthens Drip Labs' employer reputation.

Ensure candidates receive

- Clear communication
- Timely interview coordination
- Structured feedback




- Professional offer communication
- Consistent follow-up
- Smooth pre-joining and onboarding experience

Support employer-branding and recruitment communication initiatives where required.

WHAT SUCCESS LOOKS LIKE

Your success will be measured by:
- Critical positions closed within agreed TAT
- Higher quality of shortlisted candidates
- Strong offer-to-joining conversion
- Lower hiring-related early attrition
- Stronger healthcare and specialized talent pipelines
- Increased direct sourcing vs. dependency on agencies
- Effective use of recruitment portals and sourcing channels
- Successful campus/institution partnerships
- Improved recruiter productivity
- Accurate recruitment MIS and forecasting
- Strong candidate and hiring-manager experience
- Ability to rapidly build teams for new business requirements

IDEAL CANDIDATE Experience: 5–8+ years in Talent Acquisition / Recruitment / HR , with substantial hands-on recruitment experience.

Strong preference for experience in:

Healthcare • Hospitals • Clinics • Pharmaceutical • Life Sciences • Medical Aesthetics • Dermatology • Skincare • Wellness • Longevity • Functional Medicine • Regenerative Medicine • MedTech • Premium Consumer Healthcare

Startup or high-growth company experience is strongly preferred.

You should have

- Proven end-to-end recruitment expertise
- Solid healthcare/pharma talent network
- Excellent sourcing and headhunting capability
- Experience with LinkedIn Recruiter and major job portals
- Strong candidate screening and interviewing skills
- Offer negotiation and candidate-closing expertise
- Campus/placement-cell relationship experience
- Recruitment agency/vendor management experience
- Strong understanding of attrition and retention drivers
- Experience handling bulk and specialized hiring
- Strong recruitment MIS and analytics capability
- Excellent stakeholder management
- Team-handling and recruiter coaching experience
- Ability to work under pressure and manage multiple priorities
- Strong communication, persistence and follow-through

MBA/PGDM/MHRM or equivalent qualification in HR is preferred. THE PERSON WE ARE LOOKING FOR

You should be someone who can:

Find talent when others cannot.

Close candidates when timelines are tight.

Build pipelines before vacancies become urgent.

Understand healthcare talent—not just generic recruitment.

Build a recruitment team from scratch.

Work directly with founders.

Operate independently in a rapid-moving startup.

Most importantly, you should be a recruiter first and an HR professional second—with strong working knowledge of HR processes and employee lifecycle.

WHY DRIP LABS?

Join an organization building at the intersection of:

Medicine × Wellness × Aesthetics × Recovery × Longevity

You will have the opportunity to build the people engine behind a growing healthcare ecosystem , work directly with leadership and create the talent infrastructure required for scale.

APPLY NOW

Please share

CV + LinkedIn Profile + Relevant Healthcare/Pharma Recruitment Experience + Current/Expected CTC + Notice Period

? Gurugram, Delhi NCR

? In office | Full-Time

DRIP LABS

Physician-Led IV Wellness • Functional Health • Recovery • Aesthetics • Longevity

📌 Talent Acquisition Manager - Healthcare, Pharma & Wellness (Gurugram)
🏢 DRIP LABS
📍 Gurugram