Role: 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 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 & Responsibilities
1. 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). 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 & Experience
eIs 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.
