Senior Talent Acquisition Specialist

Associate/Sr. Associate - Talent Acquisition

Location: Noida (On-Site)

Experience: 2–4 Years

Qualification: Bachelor's Degree (MBA Preferred)

About Us

Visit Health is a pioneering HealthTech platform founded by four BITS Pilani alumni with a mission to democratize healthcare. Since launching as a telemedicine platform in 2016, we've evolved into an end-to-end healthcare ecosystem delivering preventive care, primary healthcare, holistic wellness, condition management, and care services to 80 lakh+ Indians through a network of 80,000+ doctors, 25,000+ hospitals & clinics, 8,500+ diagnostic centres, and 5,500+ pharmacies.

Today, Visit Health partners with 500+ enterprises, 7,000+ SMEs, and 22+ leading insurers to deliver seamless healthcare experiences through cashless OPD benefits, preventive health programs, Employee Assistance Programs (EAP), chronic care management, diagnostics, pharmacy services, and digital wellness solutions.

Our technology-first platform integrates effortlessly with enterprise systems through HRMS integrations, SingleSign-On (SSO), API-based insurer & TPA integrations, customizable benefit configurations, and real-time analytics, enabling organizations to build personalized healthcare ecosystems for their workforce.

Backed by $40 million in funding and recognized by leading industry bodies, we're building the future of accessible, affordable, and preventive healthcare for millions of Indians.

If you're passionate about creating meaningful impact in healthcare while working in a fast-paced, high-growth startup, we'd love to have you on our team.

Role Overview

We are looking for a smart, proactive and business-oriented Talent Acquisition professional who can take ownership of hiring requirements end-to-end and become a go-to partner for RM and hiring managers.

This is not a role limited to sourcing CVs and coordinating interviews. We are looking for someone who can understand why a role needs to be closed urgently, translate that urgency into action, monitor the recruitment funnel, identify bottlenecks and drive stakeholders and candidates towards closure.

The ideal candidate should be comfortable working in a fast-paced environment, managing multiple priorities and being accountable for outcomes rather than just activities.

What You Will Own

1. Business-Aligned Hiring

• Act as the go-to TA person for assigned BUs and understand their hiring requirements, priorities and timelines.
• Understand the business context behind each requirement and prioritise hiring accordingly.
• Build a clear understanding of the profile, team, role expectations and candidate fit before starting sourcing.
• Keep RMs proactively updated on pipeline, interview progress and expected closure timelines.
• Challenge and clarify requirements when needed rather than simply taking a JD and starting recruitment.

2. Drive Hiring Closures

• Own assigned positions from requirement to joining.
• Build sufficient candidate pipelines through Naukri, LinkedIn, referrals and other relevant channels.
• Conduct effective first-level screening and ensure only relevant candidates move forward.
• Drive interview scheduling, feedback collection, candidate engagement and offer closure.
• Proactively follow up with candidates and stakeholders to prevent drop-offs.
• Understand hiring urgency and move quickly when a role needs to be closed.

3. Recruitment Analytics & Funnel Management

• You should be comfortable looking beyond the number of CVs shared.
• Identify where the funnel is getting stuck and take corrective action.
• Use data to communicate hiring status and recommend actions to improve closures.
• Maintain accurate recruitment trackers and ATS data.

4. Stakeholder Management

• Build strong working relationships with hiring managers and other internal stakeholders.
• Ensure timely interview feedback and follow-ups.
• Be comfortable having conversations around delays, pipeline quality and hiring timelines.
• Escalate issues early rather than waiting for them to become blockers.
• Build credibility with hiring managers through responsiveness, ownership and reliable execution.

5. Candidate Experience

• Be the primary point of contact for candidates throughout the recruitment process.
• Maintain timely and professional communication.
• Keep candidates engaged through the interview and offer process.
• Ensure a smooth transition from selection to joining.

What We Are Looking For

You should be:

• Smart and commercially aware — able to understand the business urgency behind a hiring requirement.
• Highly accountable — you own the position until it is closed, rather than considering your job done once profiles are shared.
• Proactive — you identify what needs to happen next without waiting to be told.
• Analytical — comfortable looking at recruitment funnel data and identifying where the problem lies.
• A strong communicator — able to communicate clearly with candidates, hiring managers and senior stakeholders.
• Well organised — capable of managing multiple roles and priorities without losing track.
• Persistent without being pushy — strong at follow-ups and driving things to closure.
• Comfortable with urgency — able to distinguish between a normal requirement and a business-critical hiring need.

Must Have

• 2–4 years of relevant Talent Acquisition / Recruitment experience.
• Strong hands-on sourcing and screening experience.
• Experience with Naukri and LinkedIn Recruiter.
• Strong verbal and written communication.
• Good stakeholder management skills.
• Comfortable working with recruitment data, trackers and funnel metrics.
• Demonstrated ability to manage multiple positions independently.

Good to Have

• Experience hiring across multiple functions in a fast-paced/start-up environment.
• Experience working directly with business managers/RMs.
• Exposure to ATS/HRMS platforms such as Keka.
• Experience hiring for healthcare, health-tech, technology, operations, sales or corporate functions.

How We Will Measure Success

Your success in this role will be measured by outcomes, not just activity:

• Timely closure of assigned positions
• Quality and depth of candidate pipeline
• Interview-to-offer and offer-to-joining conversion
• Hiring TAT
• Responsiveness to RM requirements
• Accuracy of hiring funnel data
• Stakeholder satisfaction
• Ability to proactively identify and resolve hiring bottlenecks

We are looking for someone who takes ownership, uses data to make decisions and becomes the person the business can rely on to get hiring done.