Founder Staff- Talent Acquisition and Growth

About the Role

To invent a product, you need to invent the team. New tech needs new skills. And new skills that cannot be found from traditional talent pool built for established roles; roles that have been optimized for executing the needs of the bigger organizations which have already transitioned out of their startup phase. New skills requires conditioning minds for new perspectives. Therefore, the one who designs Talent Acquisition for those needs is no less than an Inventor.

Link to Detailed JD

You will be Augmenting the founder in designing the roles, assist in strategizing the acquisition plan for every role, doing the market research and discovering the talent as to their need.

Beyond hands-on Hiring activity, your primary contribution will be towards...

Role Invention – Finding talent that invests is the core of this role. We need resources that provide us the skill combination and play that role. Except that the Market – be it academia or Industry - trains and builds talent for demand. Demand comes from established orgs that have transitioned out of their Startup phase. So where do we find talent that invests

• Strong understanding of what an organization is and why certain roles come up and its impact on business.
• Contrast how same titled jobs differ between orgs and strategize sourcing – Its easier to source market data but its highly deceptive.
• Study organizations and evolution of roles and its evolution with Time, scale and phase.
• Work with the Concerned team, Tech and non-tech to carve out the role needed and design the role with feedback from market availability.

Resource/Talent Discovery - As Industry dictates the Skills and determines the market, we need to understand the industry and the organizations that constitute industry. Identifying relevant sources as well as channels of recruitment for roles in both tech as well as non – tech is a key responsibility

Evaluation & Talent Journey:

• Design the Evaluation Journey and strategize the interview flow with the concerned team.
• Plan with the HR co-Ordinator team to execute the communications.
• The design must ensure that the Learning, onboarding & alignment begins in the interview and assess how absorbing is the candidate's response.
• Build Analytical probe points into the process to collect data, to derive insights about the sourcing process and constantly re-strategize to optimize hiring process.
• Every role has obsolescence. Many roles that exist during the building phase don't exist during scaling. Every Role is an immense amount of investment. Plan the career journey of every role to protect the investment that the org makes.

Building Talent Pipeline - Grooming begins at Hiring. For a high-tech start-up, grooming talent is an unaffordable expensive experiment. The only option for a startup like us is to lean back to the industry to build the talent for us. How then do we make society/industry build them for us How do we leverage the social capital to build a talent pipeline for us

• Behavioral pattern of employees pre-hiring and post-hiring, Designing the evaluation journey.
• CynLr actively partners with Research institutions and Academia - Lead these initiatives and work with the institutions to compose programs, course works that help build a talent pipeline.
• Create and maintain an active pipeline of Experienced Talent for all crucial roles within the industry.

Branding - The expectation of opportunity is constantly influenced by various biases - Trend Bias (Media influenced) to Domain/Industry Bias to Cultural, Experience Bias etc. Hence, the way of perceiving an opportunity might be different from one stratum to another. One size fit all approach to Corporate as well as Talent branding wouldn't work. You will be actively involved in engineering the perception of candidate's Journey at every single stage.

• Working with branding team to build a Buyer's journey for the demography of each role.
• Which platforms are they going to discover us from
• How could the message be differentiated amongst the noise in the platform and target the Right candidates
• Engineer the impression and induction journey for the Candidate by carefully designing the sequence of information and impression they receive.
• Build insightful and inviting Job definitions, that ensures the applicant a peek into the demands of their day to day job.
• Work with branding & content team to build messaging content from Website, LinkedIn posts, SEO optimizations and other platforms.
• Plan the message distribution and spread-strategy with the Branding and Marketing team.

Campus recruitment,

Often the most underestimated when compared to off-campus and senior hiring, Campus recruitment is a different animal. Drains as much as it offers. Understand the typical strata in Talent that CynLr needs to acquire.

• For Eg:, 7000+ applicants this year for campus recruitment across 13 T1 colleges.
• Getting to organize them to synchronize with our efforts, while racing with other recruiters, identifying the right branding channel and format, across multiple campus, for them all to sit together- Suddenly this becomes a Data, analytics, & perception Engineering problem.

Persona:

• Someone more curious to understand the problem than to experiment template or past learnings. Curious to learn than to tell us.
• Biased for Action - Doers than Advisors.
• Analytical and strategy oriented.

Teams that you will work with

You will be assisting Founders, while being supported by a team of HR & Talent Management for execution. You will have most work with Branding & Tech Team for designing, while working with Operations & Finance team for all budget considerations.