Talent Acquisition Specialist

Company Description

MyOperator is a Business AI Operator, a category leader that unifies WhatsApp, Calls, and AI-powered chat & voice bots into one intelligent business communication platform. Unlike fragmented communication tools, MyOperator combines automation, intelligence, and workflow integration to help businesses run WhatsApp campaigns, manage calls, deploy AI chatbots, and track performance — all from a single, no-code platform Trusted by 12,000+ brands including Amazon, Domino’s, Apollo, and Razorpay, MyOperator enables faster responses, higher resolution rates, and scalable customer engagement — without fragmented tools or increased headcount.

Role Overview

We are looking for a Talent Acquisition professional who specializes ONLY in leadership hiring.

This role is not about job portals or volume hiring. This is about building networks, leveraging references, and hiring leaders who are not actively job hunting.

If your strength is people, relationships, and trust-based hiring, this role is built for you.

Key Responsibilities

• Own end-to-end leadership hiring (Managers, Team Leads, Heads, Key IC-to-Manager roles)
• Build and maintain strong professional networks across industries
• Drive reference-based and network-driven hiring
• Proactively engage with passive leadership talent
• Partner closely with Founders, CXOs, and senior stakeholders
• Act as a strategic hiring advisor, not just an executor
• Build long-term leadership talent pipelines (even without open roles)
• Ensure high-quality hiring with strong culture and leadership alignment

Ideal Candidate Profile

• You already have an active professional network
• You enjoy talking to people more than screening resumes
• You think long-term about talent, not just immediate closures
• You’re comfortable challenging hiring managers when needed
• You understand that great leaders are hired through trust, not applications

Qualifications

• Proven experience in leadership / executive hiring
• Strong capability in reference hiring and network sourcing
• Excellent relationship-building and influencing skills
• Confidence to engage and close senior professionals
• Ability to assess leadership mindset, maturity, and cultural fit
• Startup / SaaS hiring experience is a big plus

Additional Information

• Opportunity to shape leadership DNA of a fast-growing SaaS company
• Freedom to build your own hiring playbook
• Competitive compensation with long-term growth

We are looking for a Sr Manager- Talent Acquisition for our client which is a Construction Tech start-up backed up by renowned group.

Roles & responsibilities:

- In this role, you will be responsible for achieving the Company's talent acquisition objectives by sourcing, evaluating and hiring candidates.

- You will work to locate and attract the best and brightest talent to the company.

- You will be leveraging on technology and data to make smart business decisions and be the subject of hiring for all levels in the business.

- Stakeholder management

- Plan and implement Talent Acquisition strategy for the company.

- Design, develop and maintains the recruitment process and metrics

- Identify the skills and competencies required to support current and future business activities

- Utilize recruitment media, job fairs, and e-recruiting tools as required to attract qualified candidates

- Source and evaluate resumes and interview candidates to ensure that their skills and abilities meet the requirements for open positions

- Competition mapping: Identify competition companies and gather key insights about their team structures and profiles

- Builds a quality relationship with the internal customers and external recruitment agencies

- Ensure timely delivery of HR processes through the employment lifecycle

- Responsible for smooth pre-boarding & onboarding of all the selected candidates

- Drive assigned HR projects with rigour and accountability

Requirements :

- 16+ years of recruitment experience (Non-IT hiring) from Manufacturing sector.

- Masters Degree in HR from a reputed institute

- Planning & Organizing - prioritizes & plans work activities, well organized & methodical approach

- Familiar with a wide variety of sourcing avenues.

- Excellent oral and written communication skills

- Ability to prioritize, multitask and meet deadlines and targets

To be successful in this role, one must have min. 3 - 7 years of experience in a start-up/product-based software development firm who started his career as a technical recruiter and gradually grew to the stage of handling teams & stakeholders.

Roles & Responsibilities:

• The role is someone needs to contribute 50% IC & 50% team handling.
• Succession Planning & workforce forecast.
• Must ensure the sufficient workforce is available based on business needs at all times.
• Should execute the overall end-end recruitment process with the hiring Manager's & the stakeholder's, must ensure the task is successfully completed either as a Team or IC on a need basis.
• Go-getter person & should be flexible to grow and change in a rapid environment.
• Should be more organized as a team and ready to roll off your sleeves as needed to execute things in different verticals of HR department.

• Min. 3 - 7 years of experience in Technical Recruitment.
• Must have worked in a product based / start-up only are eligible.
• Should have experience in handling Stakeholders & must have exposure in working with Management.
• Should have experience in hiring Tech stacks like Java, Angular, Devops, testing, ABAP and non-tech like PM, BA, Consultants, support, sales etc from Junior to Senior level.
• Expertise in Boolean & X-ray search.
• talented in Headhunting & harvesting.
• Should have handled a team of at least 3 people.
• The right fit is someone who can source quality & qualified sources rather more than quantity.

• Will be Handling End to End Recruitment process
• Will be Accountable for Recruiting through Job portals, social media platform and conducting mass recruitment drive in places like Colleges, Corporates, etc.
• Should be responsible to Reach Targets and deadlines.
• Maintenance of reports is mandatory.
• Source candidates using a variety of search methods to build a robust candidate pipeline
• Screen candidates by reviewing resumes and job applications, and performing phone screenings
• Take ownership of candidate experience by designing and managing it, Develop job postings, job descriptions and position requirements
• Perform reference checks as need
• Facilitate the offer process by extending the offer and negotiation employment terms
• Manage onboarding and new hire process
• Stay abreast of recruiting trends and best practices
• Manage the overall interview, selection, and closing process
• Ensure all screening, hiring, and selection is done in accordance with employment laws and regulations
• Prepare recruitment materials and post jobs to appropriate job board/newspapers/colleges etc

• Knowledge about Job Portals and Familiarity with Job Posting
• Understanding the organization's expectations in terms of the job description and specs.
• Reviewing and Shortlisting of Profiles from employment portals, networking sites, referencing networking, and job search
• Continuous efforts to ensure the talent pool data is updated timely
• Conduct Preliminary interviews, telephonic interviews, and candidate shortlisting
• For accessing passive prospective prospects, effectively utilizing one's own network, building a database, digital platforms, and referrals
• Examine the candidate's abilities, knowledge of various technologies, and essential responsibilities.
• Schedule in-person and telephonic rounds of interviews, complete technical testing, and stay in touch with prospects until they are recruited.
• Maintaining professional connections with all parties involved is essential (Ops. Managers, HR Managers, Team Members, candidates, etc.)
• Working with Hiring Managers on a regular basis to ensure that sourcing timelines are reached.
• Identify new strategies for sourcing candidates and creating new leads using the technique.
• Good understanding of keywords and how to use them when looking for resumes.
• Maintain communication with the candidates who have been given positions until they have accepted them, and so on.
• Keeping track of the recruitment database and reporting to the HOD on a frequent basis as needed. There will be a greater emphasis on employee retention and lower employee turnover.
• Finding individuals who are qualified for the job based on the job description provided.

Desired Skills:

• Pragmatic
• Self-Motivated
• Analytical Mindset
• Coordination between the team and supervisors is transparent.
• Capable of working under duress and multitasking
• Should be able to operate independently with little supervision.
• Educating yourself Agility and a can-do attitude
• Excellent communication skills, both written and vocal
• English is the preferred language for communication.
• Must be a leader and a motivator.
• Coordination abilities are essential.

• Handling Recruitment functionalities.
• Work on search engines like Naukri and Monster and hire candidates.
• Short listing resumes from search engines and references.
• Joining formalities
• Lining up of candidates for the Interviews.
• Performing Reference Check for selected employees.
• Coordinating with candidates & the technical panel for scheduling the interviews.

Responsibilities:

• Actively being part of end -end recruitment process

• Organize and maintain personnel records
• Update internal databases
• Prepare HR documents like job descriptions, employment contracts, relieving letters, etc..
• Create daily reports and presentations on HR metrics
• Liaise with external partners, like insurance, vendors.