About QI Spine QI Spine is India's largest non-surgical spine care company, headquartered in Mumbai. Through its network of clinics, it helps patients recover from back and neck pain without surgery, using evidence-based, technology-led treatment protocols. The company also runs Backgood, its consumer health brand. As we expand our clinical network and digital offerings, building strong teams quickly and well is central to our growth. Role Purpose This is an individual contributor role that owns end-to-end hiring for mid to senior corporate positions across QI Spine and Backgood. Reporting to the Head of Talent Acquisition, the Manager will partner directly with functional heads to hire for functions such as Marketing & Growth, Finance, Technology & Product, Operations, Sales, HR and Strategy. The role calls for a consultative, search-led recruiter who can attract passive talent, assess leaders rigorously and close offers well.

Key Responsibilities
1. End-to-End Mid-Senior Hiring
• Own a portfolio of mid to senior corporate mandates from intake to joining.
• Run structured intake discussions with hiring managers to define the role, success profile, must-have competencies and compensation range.
• Deliver closures against agreed timelines while maintaining a high bar on quality of hire. 2. Search-Led Sourcing
• Build and run targeted search strategies: market mapping, competitor and talent-pool mapping, and direct headhunting.
• Engage passive candidates through LinkedIn Recruiter, networks and referrals, positioning the role and company compellingly.
• Maintain a warm pipeline of leadership talent for critical and recurring roles.
• Engage and manage search firms selectively for niche or leadership mandates, including briefing, tracking and commercials. 3. Assessment & Selection




• Screen candidates in depth on functional expertise, leadership capability and culture fit.
• Run structured interview processes using competency frameworks and scorecards; coordinate panels, case studies and assignments where relevant.
• Share crisp candidate write-ups with hiring managers and leadership, and drive timely feedback and decisions.
• Conduct reference checks for senior hires. 4. Offer Management & Closure
• Benchmark compensation and advise hiring managers on market pay, availability and realistic profiles.
• Lead offer negotiation and closure, balancing candidate expectations with internal parity and budgets.
• Manage the pre-joining phase closely to reduce drop-offs and ensure a smooth handover to onboarding. 5. Stakeholder Partnership
• Act as a trusted advisor to functional heads on hiring strategy and talent market insights.
• Provide regular mandate updates on pipeline, risks and next steps.
• Ensure a professional, transparent and high-touch experience for senior candidates. 6. Reporting, Systems & Employer Brand
• Keep all mandates and candidate data current in the ATS and hiring trackers.
• Report on time-to-fill, pipeline health, source mix, offer acceptance and agency spend for corporate hiring.
• Represent the company's EVP in every candidate interaction and contribute to employer branding for corporate roles. Key Performance Indicators
• Mandates closed against plan and agreed timelines




• Average time-to-fill for mid-senior roles
• Offer-acceptance and offer-to-join ratios
• Quality of hire: probation confirmation, early retention and hiring manager satisfaction
• Share of direct sourcing and referrals versus agency hires; agency cost savings
• ATS data accuracy and reporting timeliness Qualifications & Experience
• Graduate in any discipline; MBA/PGDM preferred.
• 4–7 years of recruitment experience, with at least 3–4 years focused on mid to senior corporate or leadership hiring.
• Background in an executive search firm or an in-house TA team at a high-growth company is preferred; exposure to healthcare, consumer or D2C businesses is a plus.
• Proven experience closing roles across multiple functions (e.g. marketing, finance, technology, sales, operations).
• Hands-on with LinkedIn Recruiter and ATS platforms. Skills & Competencies
• Senior Stakeholder Management: Confident engaging and influencing CXOs and senior candidates.
• Search & Sourcing: Strong market mapping and headhunting skills to reach passive talent.
• Assessment Judgement: Ability to evaluate functional depth and leadership capability.
• Negotiation: Skilled at compensation benchmarking and closing complex offers.
• Communication: Explicit, persuasive and discreet communication.
• Data Orientation: Comfortable working with Excel, trackers and hiring metrics.
• Ownership: Self-driven; owns mandates end to end with minimal supervision.

What We Offer
• Direct exposure and the chance to shape the leadership team of a category leader in non-surgical spine care.
• High visibility and direct impact on business growth.
• A collaborative, growth-oriented team culture.

📌 Assistant Manager-Talent Acquisition (Mumbai)
🏢 QI Spine
📍 Mumbai