Job Title

Job CategoryTalent Growth | AssociateNobody is ordinary! It is just how you explore your talents!Designation: Analyst - Talent GrowthLet’s start with what we are not looking forRole: As a Talent Growth Specialist, you are the primary hunter for the technical talent that powers Searce globally. You are not a /"generalist recruiter/"; you are a Tech Talent Consultant. You will tap into India’s high-density tech hubs and APAC’s strategic markets to find /"Solvers/" who fit the HAPPIER mold. Your goal is to engineer a high-velocity talent pipeline that scales our regional business units..Major Roles & Responsibilities1. Precision Sourcing across /"The Big 4/" (Excellence)Niche Hunting: Own the end-to-end sourcing for high-bar technical roles including GenAI Engineers, Lakehouse Architects (Databricks), Cloud Security Consultants (AWS/GCP), and Full-Stack SEs.Geographic Agility: Master the nuances of hiring in India (volume + niche) vs. APAC (Singapore/Jakarta/etc. — niche + strategic). You understand how to pitch Searce’s value proposition differently to an architect in Pune vs. a consultant in Singapore.Deep Tech Literacy: You should be able to hold your own in conversations about RAG pipelines, Spark tuning, or DevOps automation to effectively /"sell/" the challenge to senior candidates.2. EVLOS-Based Talent Evaluation (Value)The HAPPIER Screen: Conduct initial vetting for cultural alignment. You are the /"front door/" of Searce, ensuring every joiner brings humility, passion, and an innovative spirit.Ownership & Scale Check: Evaluate candidates on their EVLOS mindset. Can they demonstrate where they’ve created Leverage (automation/blueprints) or taken Ownership of a complex project?Holistic Assessment: Go beyond the resume. Look for /"scientists who think like engineers/" and /"engineers who lead like strategists./"3. Strategic Talent Intelligence (Leverage)Market Mapping: Maintain a /"Live Talent Map/" of competitor firms (niche boutiques Consulting, and AI startups). You should know who the key players are before a role even opens.Sourcing Automation: Use AI-native tools and advanced Boolean/X-Ray search to automate the /"boring/" parts of recruitment, giving you more time for deep-dive candidate engagement.Referral Loops: Leverage our internal /"HAPPIER/" network to turn every current Searcian into a talent scout.4. Stakeholder Partnering (Ownership)Consultative Hiring: Act as a partner to Regional VPs and CBLs. You don't just /"take orders/"; you provide market insights, salary benchmarking, and advice on /"hiring for the future./"Candidate Experience: Own the /"Candidate-to-New-Joiner/" bridge. Ensure a frictionless, high-tech experience from the first LinkedIn message to the Day 1 onboarding.Education & ExperienceIs Education overrated? Yes. We believe so. But there is no way to locate you otherwise. So we might look for at least a Bachelor’s degree in HR or technology and prefer an MBA or Masters in Human Resources.Experience: 3–6 years in Technical Recruitment, with a strong portfolio of hiring for AI, Data, and Cloud roles across India and Southeast Asia.Domain Knowledge: Comfortable with tech stacks involving AWS, Google Cloud, Databricks, Snowflake, Python, and PySpark.The Network: You have a /"warm/" network of tech leads and architects you can tap into immediately.Mindset: You are /"Always in Beta/"—constantly refining your sourcing techniques and learning new tech domains.Performance Indicators (Success Metrics)Talent Density: % of hires meeting /"High Performance/" ratings in their first 6 months.Sourcing Autonomy: 80%+ hires coming from direct, non-agency channels.Time-to-Value: Average time taken from a role opening to a /"Quality Hire/" signing the offer.The HAPPIER Score: Qualitative feedback from hiring managers and candidates on the /"Searce experience./"