Talent Specialist – Go-to-Market Roles | Hiring Marketing & Creative Talent @ Pangolin Marketing We are hiring two Talent Specialists to research, map and hire the marketers, strategists, client servicing leads and interns who will shape Pangolin's next stage. Hiring is a research problem Most recruiting is volume work: post a role, filter by keywords, forward CVs. We think that approach is why so many hires look right on paper and struggle in the job. A great content strategist and a mediocre one can have identical CVs. The difference shows up in how they think, and finding that takes investigation. In this role you form a view of what excellent looks like for each position, work out where those people are, test your hypotheses against real conversations, and make a call you can defend with evidence. You will also build Pangolin's talent maps: living pictures of where strong marketers, strategists and account leads work today, which agencies and colleges produce them, what they earn and what would make them move. We want a pipeline of people we already know before a role opens, not a scramble after it does. Success here is measured by the quality of the people we hire and how long they stay, not by how many positions you close. If you'd rather think than process applications, this is the job. About Pangolin Marketing Pangolin is a B2B marketing agency for companies with long sales cycles: SaaS, climate tech, enterprise software and businesses with a physical presence. We do branding, SEO and AEO, B2B storytelling and growth marketing, and we build AI into how the work gets done. Our sister company, NoDrama, runs fully managed WordPress care. Pangolin is a culture-led company, and who joins us matters more than how fast we grow. Every person on our team has been handpicked, and our clients and our people stay with us far longer than is typical for agencies. That comes from hiring deliberately and investing heavily in learning once people join. As a Talent Specialist, you are the first guardian of that culture. Our principles include Pioneer Don't Settle, Get Better and Make Mistakes, and we mean them. You will be trusted with real decisions early, and expected to learn from the ones you get wrong.

What you'll do
You will own hiring end to end for a set of roles, and every search starts with a strategy, not a job post.
• Build a hiring strategy for every role. Before a role goes live, you answer the questions that decide whether it closes. What education and specialisation does the person need? Should we hire an intern, an entry-level candidate or someone experienced? What is the right salary range? Which cities should we source from? For internships, you decide which colleges to target and how we become the internship the best students compete for.
• Benchmark us against other agencies. Study how agencies like ours hire for the same roles: their

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s, sourcing, compensation and interview process. When another agency fills a client servicing role faster than we do, you find out why and what we should change.
• Choose the right channel for each role. A content writer,



a client servicing executive and a summer intern are not found in the same place. You decide where each role is sourced, whether that is LinkedIn, CutShort, Internshala, Indeed or college placement networks, and you drop channels that don't perform.
• Map talent before we need it. Keep our talent maps current by role and city, and stay in touch with strong people so the first shortlist exists before the role is announced.
• Build AI into how we hire. Design AI workflows for market mapping, benchmarking, screening notes and reporting, so the team spends its time on judgment rather than admin. When a workflow works, you document it so others can use it.
• Design how we evaluate. Shape assignments and live, screen-shared working sessions that show how candidates actually think. We treat AI use as something to observe and grade, not something to ban.
• Run the process with rigour. Screen, interview, debrief and close, working closely with our HR Generalist and the leaders of the teams you hire for, with written reasoning behind every recommendation.
• Track what works. Keep a clean funnel in our hiring tracker, measure which channels and signals lead to strong hires, and change the approach when the data says so.
• Represent Pangolin well. Every candidate, hired or not, should leave thinking we were sharp, honest and respectful of their time. These pieces only work together. A sharp

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on the wrong channel fails, and so does the right channel with a salary below market. Your job is to hold the whole picture for every role. Your first 90 days You bring real hiring experience, so you start hiring early. Week 1. Learn how Pangolin works: our clients, our service lines, our culture and what separates a strong SEO strategist or account lead from an average one. Weeks 2 and 3. Take your first live role. Write its hiring strategy, choose its channels and have candidates in process by the end of week three. Start benchmarking how other agencies hire for client servicing and content roles. Day 30. Two roles live, each with a written strategy and talent map. Your agency benchmark is shared with clear recommendations, and your first AI workflow is in daily use. Day 60. You own three or four roles and have made at least one hire. The candidates reaching interviews are visibly better matched than before you joined. Day 90. You can show, with data, which channels and evaluation steps work for each role. You have a campus plan for our next intern cohort, and at least one hiring workflow you built is used by the whole team. What you bring You have 2 to 4 years of end-to-end hiring, ideally for marketing, creative, consulting or other business roles at an agency, startup or professional services firm.



You have closed offers yourself, not only sourced for someone else. More than experience, we are looking for how you think:
• Curiosity about the work behind the CV. You want to understand what a growth marketer actually does well enough to tell a strong one from a confident one.
• AI fluency. You think AI-first. You have built your own workflows, not just written prompts, and you know which parts of hiring AI does well and which still need a human.
• Comfort with evidence. You enjoy research, from comparing how competitors hire to reading salary data. You can build a simple funnel view in a spreadsheet, and you change your mind when the numbers disagree with you.
• Judgment you can explain. Your recommendations come with reasons others can test and push back on.
• Clear writing. Your messages to candidates are short, specific and worth replying to.
• Intellectual honesty. You say "I don't know yet" when that's true, and you are open about how you use AI. A background in psychology, research, economics or marketing is a plus, not a requirement. Attitude New things excite you. The face of HR is changing quickly: work that once took a team a week can now take an afternoon, and new workflows appear every month. You want to be one of the people redesigning how hiring works, not someone waiting to be told how. You also have taste. When you use AI, the output sounds like you and holds up to scrutiny. You edit, you check and you throw away the generic draft. Copy-pasted AI slop in a candidate message or a role brief bothers you as much as it bothers us. And you care about people. A hire decides who someone spends their working days with, and you take that seriously. Who this role isn't for This is not a volume or bulk-hiring role, and it is not an HR operations role. Payroll, compliance and policy sit elsewhere. If your strength is filling fifty positions a month from job portals, you will find this frustrating. It is also not a team-lead role. If you have more than five years of experience and want to manage recruiters or own hiring strategy for the company, this position will feel too narrow. How we hire for this role We hire for this role the way we want you to hire for others: with evidence, not impressions.
• Apply with one written answer. Skip the cover letter. Tell us, in under 200 words, about a hire you got wrong and what it taught you.
• Screening call (30 minutes). A conversation about your experience and how you approach a search.
• Take-home assignment. We give you a real Pangolin role. You write its hiring strategy: the profile, the right level, a salary range, target cities and channels, plus a first outreach message. AI tools are welcome; share a short log of how you used them.
• Live interview (60 to 75 minutes, screen-shared). You work through a hiring problem with us in real time, so we can see how you reason rather than what you polish.
• Final conversation. With our HR Generalist and a member of the leadership team. Every candidate who reaches the assignment stage gets written feedback, whatever the outcome.

📌 Talent Specialist – Marketing (India)
🏢 Pangolin
📍 India