Desired Candidate Profile
Minimum 5+ years of experience in talent acquisition, with substantial hands-on experience in bulk hiring and frontline recruitment.
Proven experience hiring blue-collar and entry-level employees for restaurant outlets, including kitchen staff, kitchen helpers, stewards, service crew, housekeeping staff, and other operational roles.
Prior experience in campus recruitment, job fairs, hospitality institute partnerships, vocational training centres, and apprenticeship hiring.
Solid understanding of sourcing strategies through job portals, employee referrals, walk-in drives, local recruitment networks, social media, and community-based sourcing.
Demonstrated ability to manage multiple vacancies simultaneously and fulfil manpower requirements within agreed timelines, particularly for new outlet openings and urgent hiring requirements.
Experience coordinating with outlet managers, operations teams, and HR stakeholders to understand manpower requirements and ensure timely candidate closures and joinings.
Ability to build and maintain a solid pipeline of frontline talent while minimising candidate dropouts and improving joining conversion rates.
Proficiency in recruitment MIS, Google Sheets/Excel, candidate tracking, and recruitment reporting.
Strong communication,



negotiation, stakeholder management, and follow-up skills.
Willingness to travel for recruitment drives, campus visits, and outlet-level hiring activities as required.
A self-driven, organised, and target-oriented professional who can independently manage high-volume recruitment requirements in a quick-paced hospitality setting.

Preferred Qualifications
Graduate in any discipline; HR, Business Administration, or Hospitality Management qualifications preferred.
Experience working with multi-outlet restaurant chains, QSR brands, or hospitality groups will be an added advantage.
Prior exposure to recruitment planning for business expansion, seasonal hiring, and multiple outlet launches is desirable.

Key Performance Indicators
Achievement of monthly hiring targets and timely fulfilment of approved vacancies.
Recruitment turnaround time and joining conversion ratio.
Effectiveness of sourcing channels and recruitment drives.
Number and quality of campus partnerships and institutional hiring initiatives.
Reduction in candidate dropouts and improvement in joining ratios.
Accuracy and timely submission of recruitment MIS and hiring reports.

📌 Talent Acquisition Manager Bengaluru
🏢 Popo Ventures
📍 Bengaluru