This role is for one of Weekday’s clients
Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA)
Min Experience: 10+ years
Location: Remote (India)
JobType: full-time
We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.
This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”
Requirements
Key Responsibilities
A. Talent Acquisition Strategy & Leadership
- Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
- Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
- Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.
B. Technology + Business Hiring
Lead hiring across specialized and diverse roles including:
- Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
- Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
- Leadership roles across functions
C. Build Scalable Hiring Processes
- Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
- Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
- Implement predictable hiring mechanisms that scale with organizational growth.
D. Workforce & Talent Planning
- Partner with business teams to understand future capability needs.
- Build proactive talent pipelines for niche, critical, and high-impact roles.
- Conduct quarterly workforce planning and hiring capacity analysis.
E. Talent Intelligence & Market Mapping
- Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
- Build talent intelligence reports for leadership decision-making.
F. Solve Hiring Bottlenecks
Identify and resolve bottlenecks across:
- Sourcing channels
- Interview readiness
- Panel bandwidth
- Decision cycles
- Compensation alignment
- Offer conversions
- Notice periods
- Internal processes and documentation gaps
G. Build & Lead TA Teams
- Hire, mentor, and lead a high-performing Talent Acquisition team.
- Define ownership, specialization, KPIs, and execution culture.
- Drive accountability, speed, and quality across the hiring lifecycle.
H. Data-Driven Recruitment
Use hiring data to improve:
- Time-to-Hire
- Quality-of-Hire
- Offer-to-Join Ratio
- Source Effectiveness
- Cost-of-Hire
- Hiring Manager Experience
- Process predictability and SLA adherence
3. Required Skills & Experience
- 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
- Experience scaling hiring in high-growth product/technology organizations.
- Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
- Proven ability to build recruitment processes, frameworks, and TA teams.
- Strong stakeholder management and communication skills.
- Ability to operate in fast-paced, ambiguous, high-accountability environments.
- Experience with hiring dashboards, ATS systems, and recruitment analytics.
4. Competencies
- Strategic Thinking
- Execution Excellence
- Stakeholder Management
- Problem Solving & Decision Making
- Talent Intelligence
- Process Design & Optimization
- Leadership & Team Building
- Data-Driven Mindset
- High Ownership & Accountability
5. What Success Looks Like
- Predictable, scalable hiring processes
- Reduced Time-to-Hire and improved Quality-of-Hire
- Strong talent pipelines for critical roles
- High hiring manager satisfaction
- Clear documentation, SLAs, and audit-ready processes
- A high-performing TA team with strong execution culture
- TA functioning as a business partner, not a support function
Must-have skills
Strategic Sourcing, Strategic Hiring
Good-to-have skills
Hiring, Recruiter