Cocoma Digital
Website:
cocomadigital.com
Job details:
Department: Human Resources
Location: Cocoma Digital HQ – Andheri West, Mumbai
Employment Type: Full-Time | On-site
Experience Required: 3+ Years
Reporting To: Head of HR
ABOUT COCOMA DIGITAL & STUDIOS
Cocoma Digital & Studios is a growing creative and marketing company managing multiple brands and businesses. Our Digital division focuses on YouTube, social media, content, creator collaborations, and digital brand building, while our Studios division provides end-to-end post-production for films, TV, OTT, web series, and social content. We create content that informs, entertains, engages, and builds communities, while delivering measurable digital growth.
ROLE OVERVIEW
We are looking for a Talent Acquisition Specialist – Social Media & Creative Hiring to manage end-to-end recruitment at Cocoma Digital & Studios. The role focuses on hiring across Social Media, Creative, YouTube, Content, and Digital profiles, with strong emphasis on active sourcing and headhunting.
You’ll manage sourcing, screening, interviews, trials, pipelines, stakeholder coordination, and position closures, while working to improve hiring quality and reduce TAT.
The ideal candidate should have strong recruitment skills, communication, follow-up discipline, and experience hiring for social media and creative roles.
KEY RESPONSIBILITIES
1. End-to-End Recruitment
- Manage the complete recruitment lifecycle from requirement understanding to candidate onboarding.
- Understand manpower requirements and convert them into clear hiring briefs and JDs.
- Source, headhunt, screen, shortlist, interview-coordinate, and follow up with candidates.
- Ensure candidates move efficiently through every stage of the hiring process.
- Maintain active pipelines for current and upcoming requirements.
- Take ownership of assigned positions until successful closure and joining.
2. Talent Sourcing & Headhunting
- Actively source and headhunt candidates through LinkedIn, job portals, employee referrals, social media, institutes, creative communities, databases, and other relevant channels.
- Identify and approach passive candidates who may not be actively looking for opportunities.
- Build targeted talent maps for Social Media, Creative, YouTube, Content, Marketing, and related Digital roles.
- Develop and maintain talent pools for frequently hired and critical positions.
- Identify new and effective sourcing channels based on role requirements.
- Proactively map relevant talent from Social Media Agencies, Digital Marketing Agencies, Creative Agencies, Media Companies, and other relevant organisations.
- Build relationships with creative and social media talent communities to support ongoing hiring.
3. Social Media & Creative Hiring
- Understand the talent requirements of a social-focused, YouTube-first creative business.
- Hire across social media and creative functions including:
- Social Media Managers / Executives
- YouTube Managers / Executives
- Video Editors
- Motion Graphic Designers
- Graphic Designers
- Visualisers
- Content Writers / Script Writers
- Content Creators
- Performance Marketers
- Account Managers
- Campaign Managers
- Creative Leads and other related profiles
- Understand the difference between evaluating creative talent and conventional corporate profiles.
- Review portfolios, showreels, campaign work, YouTube channels, social profiles, case studies, assignments, and relevant work samples wherever applicable.
- Identify candidates based on both skill and suitability for Cocoma’s fast-paced creative environment.
4. Candidate Screening & Evaluation
- Conduct initial telephonic/video screening of candidates.
- Evaluate candidates against experience, skills, communication, salary expectations, availability, portfolio/work quality, and role suitability.
- Review portfolios, resumes, work samples, trials, and assessments wherever applicable.
- Conduct structured screening based on the requirements of each role.
- Ensure only relevant and qualified candidates are forwarded to hiring managers.
- Maintain consistent screening standards across roles.
5. Interview, Trial & Stakeholder Management
- Coordinate interviews across multiple rounds with hiring managers and business stakeholders.
- Coordinate candidate trials, assignments, assessments, and portfolio reviews wherever required.
- Ensure interview and assessment feedback is collected within defined timelines.
- Follow up with hiring managers for pending feedback and decisions.
- Maintain clear communication between candidates, HR, and hiring teams.
- Escalate delays or bottlenecks that may impact hiring timelines.
- Keep candidates engaged throughout the recruitment process.
6. Recruitment Operations & Tracking
- Maintain accurate recruitment trackers, candidate databases, interview schedules, and hiring reports.
- Track applications, sourcing, screening, shortlisting, interviews, trials/assessments, selections, offers, and joining status.
- Monitor position-wise hiring progress and identify pipeline gaps.
- Maintain accurate recruitment MIS and daily/weekly hiring updates.
- Ensure recruitment data is updated in the designated HR systems and tools.
- Maintain proper documentation and version control across recruitment activities.
7. Offer & Pre-Onboarding Coordination
- Coordinate selected candidates through the offer and pre-onboarding process.
- Conduct salary and availability discussions as per approved hiring parameters.
- Coordinate collection of required pre-onboarding information/documents through the defined HR process.
- Maintain regular communication with selected candidates until their date of joining.
- Minimise offer dropouts and no-shows through structured candidate engagement and follow-ups.
- Maintain candidate relationships through the notice period and joining process.
8. Recruitment Analytics & Continuous Improvement
- Track recruitment KPIs including hiring TAT, source effectiveness, screening-to-interview ratio, interview-to-selection ratio, offer-to-join ratio, and position closure.
- Identify high-performing and low-performing sourcing channels.
- Track the effectiveness of different headhunting and sourcing strategies.
- Recommend improvements to sourcing, screening, interview, trial, and selection processes.
- Maintain a data-driven approach to recruitment planning and decision-making.
- Identify recurring hiring challenges and recommend practical solutions.
REQUIRED SKILLS & QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
- 3+ years of experience in Talent Acquisition / Recruitment.
- Strong experience in end-to-end recruitment.
- Strong experience in sourcing and active headhunting.
- Experience handling multiple positions and recruitment pipelines simultaneously.
- Strong candidate sourcing and screening skills.
- Excellent verbal and written communication skills.
- Strong stakeholder and hiring-manager coordination skills.
- Strong follow-up, organisation, and time-management skills.
- Good understanding of recruitment metrics and hiring processes.
- Ability to evaluate candidates across different functions and experience levels.
- Ability to work in a fast-paced and target-driven environment.
- Strong attention to detail and recruitment documentation.
- Ability to handle confidential candidate and employee information professionally.
PREFERRED EXPERIENCE
- Prior experience in a Social Media, Digital, Creative, Advertising, or Media Agency.
- Hands-on hiring experience across Social Media, YouTube, Creative, Content, Digital & Performance Marketing roles.
- Strong experience in active headhunting, passive candidate sourcing, and niche talent pipelines.
- Experience evaluating creative portfolios, showreels, assignments, and trials.
- Familiarity with LinkedIn Recruiter, ATS/HRMS, recruitment dashboards, and volume hiring.
LANGUAGE & COMMUNICATION PROFICIENCY
English: Professional proficiency – Mandatory
Hindi: Professional proficiency – Mandatory
Additional regional language: Preferred, depending on client and hiring requirements
The ability to communicate confidently with candidates, hiring managers, creative professionals, and senior stakeholders is essential.
TOOLS & TECHNICAL PROFICIENCY
- LinkedIn / LinkedIn Recruiter
- Naukri, Indeed, Internshala, and other job portals
- Google Workspace – Sheets, Docs, Gmail, Calendar
- Microsoft Office – Excel, Word, PowerPoint
- ATS / HRMS / Recruitment Management Systems
- Recruitment trackers and dashboards
- Basic understanding of recruitment analytics and reporting
- Familiarity with AI-powered recruitment and candidate screening tools is preferred
- Ability to use AI tools for sourcing, JD optimisation, candidate screening, communication, and recruitment workflow automation
SUCCESS METRICS (KPIs)
- Position closure within defined hiring TAT.
- Quality and relevance of shortlisted and sourced candidates.
- Strong headhunting and talent pipeline for critical roles.
- Improved conversion rates across screening, interviews, offers, and joining.
- Low candidate dropout/no-show rate and strong candidate experience.
- Hiring Manager satisfaction and effective stakeholder coordination.
- Accurate and timely recruitment trackers, MIS, and process adherence.
- Continuous reduction in time-to-hire and recruitment bottlenecks.
A DAY AT COCOMA DIGITAL
Your day involves reviewing hiring priorities, candidate pipelines, interviews, and pending feedback.
You’ll actively source and headhunt talent across LinkedIn, databases, social platforms, creative communities, and portfolios for roles across creative, digital, and marketing functions.
You’ll screen candidates, coordinate interviews and trials, follow up with hiring managers, maintain talent pipelines, and drive positions towards closure.
The role requires ownership, speed, strong sourcing skills, persistent follow-up, organised execution, and a focus on hiring the right talent.
Click on Apply to know more.