About AiSensy
AiSensy is a WhatsApp based Marketing & Engagement platform helping businesses like Adani, Delhi Transport Corporation, Yakult, Godrej, Aditya Birla Hindalco., Wipro, Asian Paints, India Today Group Skullcandy, Vivo, Physicswallah, Cosco grow their revenues via WhatsApp
- Enabling 2100,000+ Businesses with WhatsApp Engagement & Marketi
- ng400Crores + WhatsApp Messages done between Businesses and Users via AiSensy per year
- Working with top brands like Delhi Transport Corporation, Vivo, Physicswallah & more
- High Impact as Businesses drive 25-80% Revenues using AiSensy Platform
- Mission-Driven and Growth Stage Startup backed by Marsshot.vc, Bluelotus.vc & 50+ Angel Investors
Key Responsibilities
1. Recruitment Strategy and Planning
- Own the overall recruitment strategy for AiSensy across all departments.
- Work closely with founders and functional leaders to understand hiring needs, business priorities, team gaps, and future manpower requirements.
- Create quarterly and monthly hiring plans based on company growth targets.
- Build role-wise hiring capacity plans for sales, engineering, product, marketing, customer success, support, operations, finance, HR, and leadership roles.
- Prioritize hiring based on business urgency and revenue impact.
- Create a structured recruitment roadmap to support rapid headcount growth.
- Ensure every open role has clear hiring ownership, timeline, sourcing strategy, and interview process.
- Build a scalable hiring engine that can support both high-volume and niche/senior hiring.
2. End-to-End Hiring Ownership
- Own the full recruitment lifecycle from requirement gathering to offer closure.
- Ensure job descriptions, candidate personas, sourcing channels, interview rounds, scorecards, and compensation ranges are clearly defined for every role.
- Drive sourcing, screening, interview coordination, offer negotiation, and candidate closure.
- Personally own and drive critical senior roles and hard-to-close positions.
- Ensure hiring managers are aligned on role expectations, selection criteria, and timelines.
- Maintain strong follow-ups with candidates and internal stakeholders.
- Reduce hiring delays by improving process discipline and accountability.
- Ensure a strong candidate experience throughout the hiring journey.
3. Leadership and Senior Hiring
- Lead hiring for senior and leadership positions across departments.
- Build strong sourcing strategies for leadership roles through headhunting, referrals, networks, LinkedIn, founder references, and market mapping.
- Identify and engage high-quality passive candidates.
- Create target company lists for senior roles.
- Conduct first-level evaluation for senior candidates on experience, maturity, ownership, startup fit, and leadership ability.
- Partner directly with founders for closing senior candidates.
- Build a strong pipeline for future leadership roles before hiring becomes urgent.
4. Recruiter Team Management
- Build, lead, and manage a high-performance recruitment team.
- Allocate roles and hiring mandates across recruiters based on skill, bandwidth, and urgency.
- Set daily, weekly, and monthly recruiter targets.
- Track recruiter productivity across sourcing, screening, interviews, offers, and closures.
- Train recruiters on sourcing, screening, pitching, candidate evaluation, follow-ups, and stakeholder management.
- Review recruiter performance regularly and improve efficiency.
- Create a culture of speed, accountability, ownership, and quality within the recruitment team.
- Identify gaps in the recruitment team and hire/train recruiters accordingly.
5. Sourcing and Talent Pipeline
- Build strong sourcing channels across LinkedIn, Naukri, Instahyre, Cutshort, referrals, communities, consultants, job boards, and direct headhunting.
- Develop sourcing strategies for different role types — volume hiring, tech hiring, product hiring, sales hiring, marketing hiring, and leadership hiring.
- Build passive candidate pipelines for future roles.
- Improve referral hiring by creating internal referral campaigns.
- Use market mapping to identify strong candidates from relevant SaaS, startup, B2B, tech, and high-growth companies.
- Reduce dependency on external consultants by strengthening internal sourcing capabilities.
- Track source-wise quality, cost, and conversion.
6. Hiring Process and Interview Quality
- Design structured hiring processes for every role.
- Create role-wise screening questions, scorecards, and evaluation frameworks.
- Ensure interviewers are clear on what they are evaluating.
- Reduce random or subjective hiring decisions by improving interview discipline.
- Ensure every candidate is evaluated on skill, ownership, culture fit, communication, problem-solving ability, and startup readiness.
- Improve hiring manager feedback turnaround time.
- Audit interview quality and identify bottlenecks in the hiring funnel.
- Ensure rejected candidates are handled professionally.
7. Recruitment Metrics and Dashboards
- Own recruitment dashboards and weekly hiring reviews.
- Track key hiring metrics such as:
- Open positions
- Role-wise pipeline
- Source-wise candidates
- Recruiter-wise productivity
- Screening-to-interview conversion
- Interview-to-offer conversion
- Offer-to-joining conversion
- Time to hire
- Cost per hire
- Drop-off rates
- Hiring manager feedback delays
- Joining delays
- Present weekly recruitment updates to founders and leadership.
- Identify hiring bottlenecks and solve them proactively.
- Use data to improve hiring quality, speed, and predictability.
8. Stakeholder Management
- Work closely with department heads to understand hiring priorities.
- Push hiring managers for timely feedback and decision-making.
- Align founders and leaders on role expectations, compensation, candidate quality, and closure strategy.
- Act as a strategic recruitment partner to business teams.
- Challenge unclear hiring requirements and help managers define better role expectations.
- Ensure recruitment does not become reactive or chaotic as the company scales.
- Maintain strong communication between recruiters, candidates, and hiring managers.
9. Employer Branding and Candidate Pitching
- Build AiSensy's employer brand in the market.
- Create a strong candidate pitch around AiSensy's growth, culture, product, scale, and career opportunities.
- Work with marketing/content teams to showcase company culture, employee stories, leadership, product impact, and growth journey.
- Improve job posts, LinkedIn outreach messages, career page content, and candidate communication.
- Ensure every recruiter can confidently pitch AiSensy to candidates.
- Position AiSensy as a strong destination for ambitious startup talent.
10. Offer Management and Candidate Closure
- Own compensation benchmarking and offer strategy with HR/founders.
- Manage offer discussions, salary negotiations, and candidate closures.
- Reduce offer dropouts through strong engagement and expectation management.
- Stay connected with candidates between offer acceptance and joining.
- Identify red flags early in the process.
- Ensure candidates are genuinely motivated to join AiSensy and not just using the offer for negotiation.
- Improve offer-to-joining ratio across roles.
11. Recruitment Operations and Systems
- Implement and maintain recruitment processes, trackers, ATS, dashboards, and reporting formats.
- Ensure every candidate and role is tracked properly.
- Maintain clean hiring data across all open roles.
- Create SOPs for sourcing, screening, interview scheduling, feedback collection, offer approval, and joining coordination.
- Improve recruitment operations to avoid leakages, delays, and duplicate efforts.
- Ensure hiring process compliance and documentation.
Requirements
Must-Have Experience
- 8 to 14 years of experience in recruitment or talent acquisition.
- Strong experience in startup, SaaS, internet, technology, or high-growth companies.
- Proven track record of scaling teams rapidly.
- Experience managing a recruitment team.
- Experience hiring across multiple functions such as sales, engineering, product, marketing, customer success, support, operations, finance, and leadership.
- Strong experience in headhunting and passive candidate sourcing.
- Ability to personally close senior and critical roles.
- Strong understanding of recruitment funnels, hiring metrics, sourcing strategies, and candidate evaluation.
- Experience working directly with founders or CXO-level stakeholders.
- Strong stakeholder management and communication skills.
- Hands-on experience with LinkedIn Recruiter, Naukri, ATS tools, job boards, referrals, and hiring dashboards.
