Talent Acquisition Lead

Position Overview

We are looking for a Talent Acquisition Lead with 8-10 years of experience in recruiting, preferably in high-growth technology startups. The ideal candidate will have demonstrated success in scaling Engineering, Product, and Business teams while partnering closely with business leaders to build high-performing organizations.

This role requires someone who combines strong execution with strategic thinking - someone who can own the end-to-end hiring process, influence hiring decisions through data, and continuously improve recruitment processes. The successful candidate will act as a trusted advisor to hiring managers, build scalable hiring practices, and drive an exceptional candidate experience while strengthening the companys employer brand.

About the Role

As the Talent Acquisition Lead, you will own end-to-end hiring across critical business functions with a strong focus on Engineering and Product hiring.

You will collaborate closely with hiring managers and leadership to understand workforce plans, develop effective hiring strategies, and ensure timely delivery against business goals. This role also involves driving recruitment process improvements, building talent pipelines, leveraging recruitment analytics, and continuously enhancing candidate and stakeholder experience.

Key Responsibilities

1. Strategic Talent Acquisition

• Own end-to-end recruitment across Engineering, Product, and business functions.
• Partner with business leaders to understand hiring priorities, organizational structure, and workforce planning.
• Develop role-specific sourcing strategies to attract high-quality talent in competitive markets.
• Drive hiring plans while balancing speed, quality, and candidate experience.
• Manage the complete recruitment lifecycle including sourcing, screening, interviewing, offer management, and onboarding coordination.

2. Stakeholder & Business Partnership

• Serve as a trusted recruitment partner to hiring managers and leadership teams.
• Advise stakeholders on talent availability, market trends, compensation benchmarks, and hiring strategies.
• Drive structured interview processes and ensure consistency in candidate evaluation.
• Provide regular hiring updates, pipeline insights, and recommendations using recruitment metrics.

3. Talent Pipeline & Employer Branding

• Build proactive talent pipelines through LinkedIn Recruiter, referrals, networking, market mapping, and other sourcing channels.
• Strengthen employer branding through candidate engagement initiatives, social media, employee referrals, and recruitment campaigns.
• Build relationships with passive talent for future hiring needs.
• Ensure a seamless and positive candidate experience throughout the recruitment journey.

4. Recruitment Operations & Process Excellence

• Identify opportunities to improve recruitment processes, workflows, and hiring efficiency.
• Build and maintain recruitment dashboards, hiring metrics, and reports to enable data-driven decision making.
• Ensure recruitment documentation, interview feedback, and ATS records remain accurate and compliant.
• Drive process standardization and continuously improve hiring SLAs and quality metrics.

5. Team Collaboration

• Collaborate with internal recruiters, external agencies, and cross-functional teams to achieve hiring goals.
• Share sourcing best practices and market intelligence across the recruitment team.
• Support recruitment initiatives including referral programs, campus hiring, and diversity hiring where applicable.

Preferred Qualifications

• 8-10 years of Talent Acquisition experience, preferably in startups or high-growth technology companies.
• Proven experience hiring for Engineering, Product, and business functions.
• Strong expertise in sourcing passive talent using LinkedIn Recruiter and other modern sourcing channels.
• Experience partnering with senior stakeholders and influencing hiring decisions.
• Excellent stakeholder management, communication, and negotiation skills.
• Strong analytical mindset with experience using recruitment metrics to improve hiring outcomes.
• Familiarity with ATS platforms and recruitment tools.
• Ability to manage multiple hiring priorities in a fast-paced environment.