Talent Acquisition Fellowship (Career Restart Program)

Most hiring processes ask what have you done

We are asking what can you do

We are opening a paid fellowship for people who want to restart their careers after a break or transition into Talent Acquisition. This is designed for smart, structured, people-oriented individuals who may not have traditional recruitment experience but have the raw ingredients to build a serious career in hiring.

The fellowship will give hands-on exposure to sourcing, candidate conversations, interview coordination, talent research, hiring dashboards, stakeholder communication, and recruiting operations. Based on performance, fellows may be considered for a full-time role in the TA team.

Who This Is For

1. Career returners - People returning to work after a career break for caregiving, relocation, health, family business, personalreasons, or any other life stage.
2. Career switchers - Professionals who want to switch into Talent Acquisition from sales, customer success, teaching, operations, counselling, admin, program management, HR ops, or research roles.
3. Early HR professionals who want to build depth in hiring instead of staying in generic HR execution.
4. People who enjoy structured problem-solving, research, communication, follow-ups, and understanding what makes someone successful in a role.

WHAT THE FELLOWSHIP LOOKS LIKE

This is not an observe-and-report role. From Week 2, you will be doing real work on live roles — sourcing candidates, writing outreach, having screening conversations, coordinating interviews, and updating stakeholders.

By Month 3, you will be managing end to end hiring projects.

WHAT YOU WILL OWN

1. Sourcing and Research: Build candidate lists using LinkedIn, job boards, referrals, communities, and market mapping. Understand role requirements and identify relevant profiles.
2. Candidate Communication: Conduct initial conversations where appropriate; understand motivation, role fit, notice period, compensation expectations, and constraints.
3. Stakeholder Management: Share structured weekly updates on pipeline, blockers, candidate quality, and next actions.
4. Hiring Operations: Maintain trackers, update stages, document next steps, and keep candidate/hiring manager communication clean.

WHAT WE ARE LOOKING FOR

1. Strong written and verbal communication.
2. High ownership and follow-through; you do not need ten reminders to close the loop.
3. Curiosity to understand roles, businesses, candidates, and talent markets.
4. Comfort with structured follow-ups, rejection, ambiguity, and changing priorities.
5. Ability to maintain clean notes, trackers, and status updates.
6. Coachability — you can take feedback, apply it, and improve quickly.
7. Professional maturity and confidentiality while handling candidate and company information.

WHAT YOU DO NOT NEED

1. Prior recruitment experience is not mandatory.
2. A perfect career path is not required.
3. A specific degree or college brand is not required.
4. A career break will not be treated as a negative signal. We will assess current readiness and potential.

CONVERSION PATH

Fellows who show strong ownership, judgment, and communication will be considered for a full-time role in the TA team.