Talent Acquisition Lead

JD - Talent Acquisition Lead

Join us as a Talent Acquisition Lead in our HR team at our Gurgaon office to get the opportunity to do the best work of your career and make a profound impact in our journey of enabling retail in India.

About This Role

This role is for the person who owns the full TA process: structures it, runs it, and delivers at pace. This is a builder role, not an executor role. Ginesys TA function needs to be re-build from scratch with fresh thinking, configure & implement processes around ATS, standardize JD templates, structured scorecards, or defined SLAs. The Senior TA Lead will build all of these while simultaneously running active searches. In the end, this is not just a sourcing role. Sourcing is one part of your work — you own the full process and the outcomes. You will hire and design the recruitment team & processes while running active searches simultaneously. This is not a low-intensity role thus hiring pace is critical to business outcomes.

Primary Mandate

• Own end-to-end hiring process: JD creation, sourcing, screening, interview coordination, offer management, pre-joining communication
• Own data hygiene, pipeline visibility, stage conversion reporting via ATS
• Build and maintain structured interview processes: standardize scorecards, defined panel roles, 24-hour feedback SLA
• Manage all sourcing channels: LinkedIn Recruiter, Naukri, employee referrals, campus, specialist communities for tech roles
• Own hiring SLAs and report weekly: time-to-offer, offer acceptance rate, source mix, pipeline health per role
• Partner with hiring managers on JD design, interview calibration, and offer structuring
• Partner with external vendors, job portals, and industry networks to attract the best talent.
• Rework & design JD template library covering all major role families (tech, product, implementation, support, finance, HR)
• Build standardised interview scorecard templates for each role family
• Establish and maintain vendor relationships: job boards, headhunters, background verification
• Design and execute employer branding on platforms like LinkedIn, Glassdoor, Abmitionbox and tech community platforms
• Manage TA Executive and TA Consultant — allocate mandates, track closure rates, coach on quality
• Define clear KPIs for the TA team: mandates handled, time-to-offer, pipeline quality, offer acceptance
• Provide weekly pipeline updates to CEO / Designated RM — no mandate should go cold or untracked

Non-Negotiable Requirements

Requirement	Description
6–9 years in TA, with 3+ years leading full-cycle hiring	Has personally owned the hiring process from JD to joining — not just sourced candidates. Has managed the interview calendar, vendor relationships, and offer conversations.
Tech/product hiring experience	Has hired software engineers, product managers, implementation leads, or equivalent tech roles. Understands the difference between a full-stack role and a backend role, can read a JD written by an engineering manager, and has sourced from tech communities not just job boards.
ATS implementation or significant configuration experience	Has set up an ATS from scratch or significantly configured one (Keka, DarwinBox, Greenhouse, Freshteam, or similar) — not just used it as a recruiter. Can make vendor selection recommendations.
Metrics-driven approach	Tracks and reports time-to-offer, source mix, offer acceptance rate, and pipeline conversion as standard practice — not ad hoc. Can build a hiring dashboard on Day 1.
Experience in SaaS or product-tech companies	Understands the talent market for tech roles, knows which sourcing channels work for engineers vs. product managers, and can build an employer brand that resonates with technical candidates.

Good to Have

• Experience hiring in a company that went through rapid headcount scale (say 50→300 in past 2-3 years)
• Exposure to L&D or on-boarding process design
• Prior experience building campus hiring programme at engineering colleges or IIT/NIT tier
• Employer branding ownership — LinkedIn content, Glassdoor management, tech community presence
• Familiarity with HRMS platforms (Keka, DarwinBox) beyond just ATS — useful for integrated HRMS rollout

Benefits

We like to think that talent grows at Ginesys and stays at Ginesys. To ensure this, we provide our employees with the best working environment, the latest technology and continuous support. We go out of our way to retain the small business feeling with which we started and stimulate innovation and collaboration through teamwork and our non-hierarchical approach. We offer competitive salary, and other fantastic perks and benefits, such as:

• Ginesys Academy for holistic training and development
• Comprehensive health insurance coverage
• Excellent rewards and recognition policy
• Transparent compensation policy with no unnecessary deduction in CTC
• Annual company off-site and a variety of events, celebrations throughout the year
• Travelling opportunities between our offices across the country.
• Annual Ginesys walkathon & related sporting events
• Quarterly Coffee with CEO and more!