JOIN is looking for a hands-on and business-oriented Talent Acquisition Lead to drive corporate hiring, manage a team of recruiters, and strengthen the organisation’s talent acquisition strategy. The ideal candidate will have experience managing a recruitment team in a high-growth e-commerce or quick-commerce organisation, with a strong track record of corporate hiring across Growth, Marketing, Category, Finance, Operations, and other functions. The role will also be responsible for market benchmarking, talent intelligence and employer branding initiatives to strengthen JOIN’s ability to attract and hire the right talent in a competitive market.

Key Responsibilities
1. Corporate Talent Acquisition
• Lead end-to-end recruitment across corporate functions, including Growth, Performance Marketing, Brand, Category, Finance, Operations and other business functions.
• Partner with business leaders and hiring managers to understand talent requirements, prioritise mandates and develop effective hiring strategies.
• Drive mid-level, senior, niche and business-critical hiring through proactive sourcing and talent mapping.
• Build and maintain talent pipelines through LinkedIn, referrals, professional networks and other relevant channels.
• Ensure timely hiring closures while maintaining candidate quality and a positive candidate experience. 2. Team Management
• Lead, manage and mentor a team of recruiters responsible for corporate hiring.
• Allocate hiring mandates, review progress and ensure accountability for recruitment outcomes.
• Monitor team productivity, hiring turnaround times and quality metrics.
• Coach recruiters on sourcing effectiveness, candidate assessment, stakeholder management and offer closure. 3. Market Benchmarking & Talent Intelligence
• Conduct market mapping and benchmarking to understand talent availability, competitor talent pools and industry hiring trends.
• Analyse compensation benchmarks, role structures and talent movement across relevant industries and organisations.
• Provide insights to business leaders on talent supply, compensation expectations and hiring feasibility.
• Identify emerging talent markets and alternative talent pools to support critical and niche hiring.
• Use market intelligence to inform hiring strategies, improve offer competitiveness and support workforce planning discussions. 4. Employer Branding
• Drive employer branding initiatives to strengthen JOIN’s positioning as an employer of choice.




• Partner with internal stakeholders to develop compelling employee value propositions and communicate culture, career opportunities and growth story.
• Leverage LinkedIn, employee advocacy, recruitment campaigns and relevant external platforms to improve talent reach and engagement.
• Collaborate with internal teams to create recruitment-focused content, employee stories and talent engagement initiatives.
• Track the effectiveness of employer branding initiatives through relevant measures such as candidate engagement, talent pipeline growth and application quality. 5. Business & Stakeholder Partnership
• Build robust partnerships with functional heads and hiring managers to align hiring priorities, role expectations and timelines.
• Provide regular updates on hiring progress, talent availability, market trends and recruitment challenges.
• Drive timely interview feedback and decision-making to minimise delays in the hiring process.
• Advise stakeholders on talent availability, compensation expectations and competitive hiring practices. 6. Recruitment Analytics & Process Excellence
• Track key recruitment metrics, including time-to-fill, offer-to-joining ratio, source effectiveness, cost per hire and quality of hire.
• Develop and maintain recruitment dashboards to monitor hiring performance and team productivity.
• Identify process bottlenecks and implement improvements to sourcing, assessment and selection practices.
• Strengthen candidate experience through a structured, transparent and responsive recruitment process. 7. AI, Technology & Recruitment Innovation
• Leverage AI-powered recruitment tools and technology to improve sourcing efficiency, candidate screening, talent mapping and recruitment turnaround times.
• Explore and implement AI-enabled solutions to automate repetitive recruitment activities, enhance recruiter productivity and improve the overall hiring experience.
• Use recruitment technology, talent intelligence platforms and market data tools to identify relevant talent pools, map competitors and strengthen sourcing strategies.
• Leverage AI tools to generate talent insights,



analyse recruitment funnel performance and identify opportunities to improve hiring effectiveness.
• Drive the adoption and effective utilisation of Applicant Tracking Systems (ATS), recruitment platforms and other digital tools to streamline hiring workflows and improve data accuracy.
• Continuously evaluate emerging AI and recruitment technology solutions that can improve hiring speed, quality and scalability.
• Ensure the responsible use of AI in recruitment, maintaining candidate data confidentiality, fairness, human oversight and consistency in hiring decisions. Desired Candidate Profile
• 7–8 years of experience in Talent Acquisition, with demonstrated experience managing a team of recruiters.
• Prior experience in a high-growth e-commerce or quick-commerce organisation with proven track record in corporate hiring is strongly preferred.
• Strong exposure to mid-to-senior-level hiring, niche recruitment and business-critical positions.
• Experience in market mapping, compensation benchmarking and talent intelligence.
• Exposure to employer branding, talent engagement campaigns and employer value proposition initiatives.
• Strong stakeholder management skills and the ability to influence senior business leaders.
• Hands-on expertise in sourcing strategy, negotiation, candidate assessment and offer closure.
• Data-driven approach with the ability to translate recruitment metrics and market insights into actionable decisions.
• Demonstrated ability to leverage AI tools and recruitment technology to improve sourcing, screening, talent mapping and overall recruitment productivity.
• Strong communication, leadership and execution skills, with the ability to thrive in a fast-paced business environment.
• Familiarity with Applicant Tracking Systems (ATS), recruitment analytics dashboards and AI-enabled talent acquisition platforms.
• A technology-forward mindset, with the ability to identify opportunities for automation, process optimisation and data-driven decision-making. Key Success Measures
• Timely closure and quality of corporate hiring.
• Recruitment team productivity and delivery against hiring plans.
• Offer acceptance and joining conversion rates.
• Quality and relevance of talent pipelines for critical roles.
• Actionable market benchmarking and talent intelligence to support hiring decisions.
• Effectiveness of employer branding initiatives in attracting relevant talent.
• Improved candidate experience and stakeholder satisfaction.

📌 Talent Acquisition Manager (India)
🏢 IGP
📍 India