Website:
ekshvaku.com
Job details:
Job Role - Talent Acqusition Lead
Why This Role Exists
We are hiring across technology, digital marketing, sales and business functions, and the pace and quality of recruitment has become a direct constraint on the business. Too many recent hires have not held up once they started — experience that looked strong on paper turned out to be overstated or misrepresented — and too many open positions have stayed open for months, costing us delivery capacity, client confidence and reputation in the market.
This role exists to fix both problems at once. We need a Talent Acquisition Lead who takes full, personal ownership of every requisition from intake to joining, who is rigorous enough to catch a misrepresented resume before it reaches a technical panel, and who moves with the speed and urgency that startup hiring demands. This is not a resume-forwarding or interview-scheduling role — it is an accountable, outcome-owning position.
Key Responsibilities
1. End-to-End Technology Recruitment
Independently own recruitment from requirement intake through joining for roles such as:
- AI/ML and Generative AI / LLM Engineers
- Python, Node.js, Golang, Java and Full Stack Developers
- Frontend / React Developers and Mobile Developers
- DevOps, Cloud and DevSecOps Engineers
- QA Engineers, Automation QA and QA Leads
- Engineering Leads, Technical PMs, Product Managers, Solution Architects, UI/UX Designers
You should understand these roles well enough to tell the difference between a candidate who has merely listed a technology and one who has genuinely worked with it.
2. Business & Non-Technology Hiring
Equally own hiring for business functions, including:
- Digital Marketing, SEO/SEM, Performance Marketing, Content & Social
- Sales, Business Development, SDR / Lead Generation, Pre-Sales, Account Management
- HR, Finance, Operations, Procurement and other corporate functions
You should be equally comfortable moving between highly technical hiring and business/startup hiring in the same week.
3. Candidate Authenticity & Experience Validation — Non-Negotiable
This is the single most important part of the role. Given past instances of candidates joining with overstated or misrepresented experience, every profile must be rigorously screened before it reaches a technical panel, covering:
- Employment history, overlapping employment and unexplained gaps
- Actual project experience versus resume claims, and technologies genuinely used
- Employer/client relationships and employment vs. contract/freelance status
- Job titles, real responsibilities, and duration/contribution on each project
- Notice period, current and expected compensation
- Educational qualifications and frequency of job changes
You are expected to ask direct, detailed follow-up questions rather than accepting a resume at face value, and to flag any material discrepancy before a candidate advances further.
4. Strong Technical Screening Capability
You don't need to be an engineer, but you do need working fluency in:
- Frontend vs. backend vs. full stack; React, Angular, JavaScript/TypeScript, Node.js, Python, Java, PHP, Golang
- APIs, microservices, SQL/NoSQL databases
- Cloud & DevOps: AWS/Azure/GCP, Docker, Kubernetes, CI/CD
- QA: manual vs. automation, Selenium/Playwright/Cypress, API and performance testing
- AI/GenAI: LLMs, RAG, prompt engineering, AI agents, vector databases, hallucination testing, guardrails
You should be able to hold an intelligent first conversation with a candidate and judge, on your own, whether their experience genuinely matches the requirement.
5. Recruitment Speed & Full Ownership
Sourcing candidates or scheduling interviews is not, by itself, successful delivery. You own each requisition through:
- Understanding the JD and real business need, and pushing back on unrealistic requirements
- Building the sourcing strategy and identifying target companies and talent pools
- Screening, validating, interview coordination and candidate engagement
- Offer negotiation, counter-offer management, and following candidates through their notice period to joining
Positions should not sit open for months. Where a role is proving hard to close, you're expected to diagnose why and bring a corrective plan — not wait to be asked.
6. Advanced, Proactive Sourcing
- LinkedIn Recruiter, Naukri, Foundit, Indeed, employee referrals, Boolean and X-Ray search
- GitHub and technical communities for niche technical roles
- Direct headhunting and competitor talent mapping — not just waiting on portal applications
7. Communication & Employer Brand
- Excellent spoken and written English, and professional, prompt email communication
- Confident, credible conversations with senior technical professionals and hiring managers
- Respectful, professional handling of rejected candidates — every interaction reflects on the company
8. Stakeholder Management
Work closely with leadership, engineering managers, technical leads, project/program managers, sales and marketing leadership, and HR — as a partner who brings market intelligence and pushes back on unrealistic requirements, not someone who simply forwards resumes.
9. Recruitment Analytics & Accountability
Maintain accurate, weekly-reviewed metrics: open positions and ageing, profiles sourced/screened/shortlisted, interviews conducted, rejection reasons, offers released, offer-acceptance and joining rates, source effectiveness, and time-to-shortlist / time-to-offer / time-to-fill. A weekly dashboard should clearly flag positions at risk of delay and the corrective action underway.
Key Performance Indicators
Performance is measured on outcomes, not activity.
- Time to shortlist: first 3–5 qualified profiles within 3–5 working days for standard roles; a clear sourcing strategy and pipeline within the first week for niche/senior roles.
- Time to fill: 15–30 days for standard positions, 30–45 days for specialized technical roles, agreed targets for leadership/niche roles — with documented reasons and a recovery plan for anything beyond target.
- Quality of hire: candidates presented should closely match technical and experience requirements; a persistently high technical-screen rejection rate is treated as a recruitment-quality issue.
- Candidate authenticity: repeated cases of material misrepresentation that could reasonably have been caught during screening will directly and negatively affect performance.
- Offer-to-joining ratio and early attrition: the goal is successful hires who stay and perform, not just candidates who accept an offer.
Required Experience
- 6–10+ years in Talent Acquisition/Recruitment, including 4+ years of strong technology recruitment
- Demonstrated track record closing software engineering and niche technical positions
- Startup or high-growth company recruitment experience strongly preferred
- Strong LinkedIn Recruiter and Naukri sourcing capability, and solid grasp of modern software technologies
- Proven candidate screening and authenticity-verification skills
- Strong compensation negotiation skills
- Excellent spoken and written English
- Comfortable engaging directly with senior leadership and hiring managers
- Strong recruitment analytics and reporting capability
- Must have personally closed multiple technology positions simultaneously, and should be prepared to discuss actual hiring metrics in the interview — positions closed, average time-to-fill, sourcing channels used, and difficult or niche positions successfully closed
Preferred Background
- IT services, software product, SaaS or AI/ML companies
- Technology consulting, digital transformation or offshore development centres
- Startups / scale-ups, or companies serving US/international clients
What Success Looks Like in the First 90 Days
- A structured, actively managed pipeline for every open requisition
- A visibly shorter time to generate qualified shortlists
- Noticeably better technical relevance of candidates reaching interview panels
- A tightened, consistently applied candidate authenticity and employment-history screening process
- Weekly recruitment metrics and ageing reports in place
- Reusable talent pipelines built for the roles we hire most often
- Improved offer-to-joining conversion, and fewer candidates rejected late for basic experience or skill mismatches
Click on Apply to know more.