Job Title

Location : Remote | ️ Full-Time | Experience Required:7–10 years Function:Recruitment + Coordination + Copywriting + Data Ops + Compliance Reporting To:Business Leaders, Talent Heads, Founders Salary: 1000 USD-3000 USDWe’re looking for asingle individualto own and executeevery aspect of hiringacross our organisation — from frontline workers to senior tech talent, across the globe. This is across-functional, full-cyclehiring role — not in theory, but in practice. You’ll own the end-to-end orchestration of our hiring pipeline:job description writer, the sourcing specialist, the resume screener, the scheduler, the interviewer assistant and carry out high level interviews, and the candidate communication lead. All at once. Think of yourself as the architect and executor of a high-performance hiring engine — supported by AI but powered by your strategic oversight. You will function across 100+ open roles, 30+ hiring managers, and 10+ sourcing channels — simultaneously.This role exists because hiring must move fast. And we’re looking for someone who doesn’t just manage processes — theybecome the process .Preferred AttributesExcellent command of Excel, Google Calendar, ATS platforms, and scheduling tools Familiar with Indian, US, and GCC hiring regulations Proactive communicator, highly structured thinker, and calm under pressure Strong emotional intelligence and executive presence No fear of ambiguity. No dependence on automation.Who You Are6–10 years of experience in recruitment, talent ops, or hiring design — ideally across white, grey, and/or blue-collar segments. Systems-thinker with a bias for process intelligence and experience mapping. Strong command of ATS workflows, interview analytics, and hiring compliance across India/UAE/US. Passionate about the intersection ofAI + human-centric hiring . Obsessed with eliminating hiring inefficiencies — spreadsheets, delays, duplicate resumes, scheduling ping-pong. Bonus: You’ve implemented HR tech or AI tools and know how to lead tech-human symbiosis in hiring.Please READ THE JOB DESCRIPTIONS AND THEN APPLY!Key Responsibilities Job Definition & JD CreationGather raw inputs from hiring managers and turn them into complete, compliant, bias-free job descriptions. Customise content to meet location-specific norms (e.g. US pay transparency, UAE sponsorship clauses, India shift availability) Suggest optimised job titles to ensure discoverability and SEO fit.Job Distribution & Campaign Management Format and publish job listings across 10+ platforms: LinkedIn, Naukri, WhatsApp, community groups, and internal referrals Track performance manually across channels, and adjust the budget based on CPA/CPH. Handle vernacular job ad translations for regional markets . Candidate Sourcing & Resume ScreeningImport resumes from ATS, job boards, referrals, CSVs, and inbox attachments. De-duplicate profiles manually and score each against JD match criteria (skills, experience, commute distance, shift flexibility) Generate a curated, bias-free shortlist per role with an explanation.Candidate Engagement & ShortlistingConduct phone/email/chat-based pre-screens to gather missing data (e.g. salary expectation, availability) Automate nothing — every response is manually processed. Ensure every applicant receives an update, even if rejected.Interview Scheduling & CoordinationCoordinate multi-round interviews with hiring managers, panellists, and candidates across 4–5 time zones. Handle rescheduling, reminders, link generation, and last-minute gaps. Send out pre-read materials, interviewer guides, and feedback forms.Interview Support & EvaluationJoin or facilitate interviews when needed to support standardisation Track interviewer feedback manually, compile notes, and calculate average scores. Flag inconsistencies, unconscious bias patterns, or panel fatigue Maintain a complete audit trail of interview recordsSuccess Metrics & ImpactIn this role, your success will be measured not just by activity, but byoutcomes that move the needlefor the business. You’ll be expected to design, optimize, and deliver a hiring operation that drives: 50–70% reduction in time-to-hire , accelerating how fast we move from requisition to onboarded talent. 25% decrease in cost-per-hire , by streamlining workflows, optimising channel spend, and reducing reliance on third-party sources. ≥75% shortlist precision , ensuring a higher match rate between submitted candidates and those selected for interviews. 18% uplift in offer acceptance rates , by improving candidate experience, speed, and compensation alignment. 3x increase in recruiter productivity , enabled through automation frameworks and structured task delegation. Top-quartile candidate satisfaction (NPS/Glassdoor) , reflecting a high-quality, humanized hiring experience at scale.This is not a role for the status quo. It’s built for someone who thrives on buildingsystems that outperform industry benchmarks .Apply now if you're ready to build what the future of hiring looks like. Or tag someone who’s always two steps ahead in talent thinking.