Own the end-to-end hiring engine (≈80%) and lean People Ops (≈20%). You’ll build repeatable hiring processes, keep the bar high, and ensure smooth onboarding/payroll/compliance with minimal bureaucracy.Talent Acquisition – ~80%- Own full-cycle hiring: intake → sourcing → screening → structured interviews → offers → onboarding. - Build top-of-funnel: Boolean/X-ray sourcing, talent communities, referrals, campus, niche groups. - Drive hiring operating rhythm: weekly pipelines, SLAs, interview panels, scorecards, debriefs. - Stand up/optimize ATS & dashboards (time-to-hire, funnel conversion, offer-accept rate). - Run employer branding basics: crisp JDs, careers page updates, candidate comms templates.People Operations – ~20%- Onboarding playbooks: docs, IT checklists, buddy program, 30-60-90 plans. - Payroll coordination with Finance (accuracy, cut-offs, pro-rata, F&F). - HRIS hygiene (records, letters, leaves) and lightweight policy/compliance updates. - Exit formalities and basic employee relations; keep documentation audit-ready.What makes you a great fit- 4–7 years in HR/TA with hands-on sourcing + HR generalist exposure in startups/scale-ups. - Proven record closing tech roles (e.g., Python/FastAPI, data/AI) and non-tech ops roles. - Strong with ATS/HRIS (Freshteam/Lever/Ashby/Keka/Zoho or similar) and spreadsheet reporting. - Comfortable drafting policies, handling payroll coordination, and India compliance basics. - Process builder: you ship playbooks, scorecards, and dashboards—not just ideas. - Clear communicator; high ownership; bias to action.
Job Title
People Operations & Talent Lead