Who We Are

Testsigma makes it fast and easy for QA teams to run test automation at speed and scale without coding expertise. We do this by empowering everyone on the team to author test cases using plain English statements and run tests across thousands of browsers and devices. Unlike legacy test automation frameworks, Testsigma does not require coding knowledge, so QA teams of any size can start automating tests in weeks rather than months.

Hundreds of leading QA teams around the world use Testsigma's low-code test automation platform to release quality software at speed and scale — including Cisco, Samsung, Bosch, Honeywell, and the American Psychological Association. Testsigma is headquartered in San Francisco with engineering teams in Bangalore, and is backed by marquee investors including Accel, MassMutual, and Strive.

What This Role Is

We are growing fast, hiring across Engineering, Product, and GTM at once, and the person who owns this seat is not a coordinator sitting between hiring managers and candidates — they are the backbone of how Testsigma builds its team.

The Talent Acquisition Specialist owns the full recruiting lifecycle end-to-end: from the moment a role is opened with a hiring leader to the moment an offer is signed and the candidate walks in the door. You decide how a role gets sourced, you run the candidate experience, and you are the one hiring managers turn to when they need a read on the market, the pipeline, or the close.

This is not a role for someone who waits for requisitions to land fully scoped and ready to post. You partner with business leaders to define what "good" looks like for a role before it ever reaches a job board, and you stay accountable for that hire all the way through onboarding.

What You Will Own

1. Full-Cycle Recruiting

- Own the end-to-end recruiting process for every open position you're assigned — from role kick-off and intake through offer, negotiation, and closure.
- Keep every requisition moving — no role sits idle in the pipeline without a clear next step and owner.




- Manage and track candidate progress through the ATS with clean, current data at every stage, so hiring managers and leadership can trust the numbers without asking.

2. Stakeholder Partnership & Role Definition

- Partner directly with hiring managers and business leaders at kick-off to align on role requirements, must-haves versus nice-to-haves, level, and realistic timelines before sourcing begins.
- Push back when a role is under-scoped or a timeline is unrealistic — flag it early rather than let a search fail silently three weeks in.
- Maintain accurate, up-to-date job postings across the careers page and relevant job boards, and keep them consistent with how the role is actually being pitched to candidates.

3. Sourcing & Pipeline Generation

- Build a high-quality pipeline through proactive research, sourcing platforms, referrals, and targeted outbound networking — not just inbound applications.
- Go beyond easy-apply and bulk sourcing for niche or senior roles — headhunt when the role demands it.
- Bring a proactive, resourceful approach whether the search is a single niche hire or scaling a team quickly for growth.

4. Candidate Experience & Employer Brand

- Ensure every candidate — from first application to final joining — has a world-class, respectful, and transparent interview experience.
- Represent Testsigma's employer brand consistently across every touchpoint, and build lasting relationships with candidates and stakeholders that outlast any single search.
- Champion equitable hiring practices and help build pipelines that reflect a genuine diversity of perspective — not as an afterthought, but as part of how every search is run.

5. Interview Coordination & Scheduling





- Coordinate and schedule interviews — virtual and in-person — across hiring teams, executives, and candidates without letting scheduling become the bottleneck.
- Keep hiring panels prepared and on time, and keep candidates informed at every stage so no one is left wondering where they stand.

What You Need to Have Done Before

Non-negotiable:

- Minimum 4 years of full-cycle recruiting experience, owning searches from intake through offer close.
- Hands-on experience with ATS systems and sourcing platforms you can run a pipeline without hand-holding.
- Working knowledge of labor legislation, particularly employment contracts, employee leave, and insurance.
- Solid organizational skills and high attention to detail you can move quickly across multiple open roles without dropping accuracy.
- A personable, positive attitude that holds up under stressful and shifting circumstances hiring plans change, and you adapt without losing candidates' trust.
- Proficiency with AI tools for hiring is a must sourcing copilots, resume/JD screening tools, AI-assisted scheduling, and using tools like ChatGPT or Claude to speed up job descriptions, outreach, and candidate research. This is not optional for the role.

Strong advantage:

- Prior recruiting experience at a SaaS or startup environment, with a genuine interest in learning a fast-growing business.
- A track record hiring across different functions — Engineering, Product, and GTM — rather than one narrow specialism.
- Experience running initiatives that promote equitable hiring or building employer brand beyond just filling requisitions.

How You Work

- You take ownership of a requisition the moment it's opened — you don't wait to be chased for updates.
- You partner with hiring managers as a peer on hiring strategy, not just an order-taker for headcount.
- You treat every candidate interaction as a reflection of Testsigma's brand, whether or not they get the offer.
- You keep the ATS honest — if the data says a role is stalled, you already know why and what you're doing about it.

📌 Talent Acquisition Specialist (Bengaluru)
🏢 testsigma
📍 Bengaluru