Talent Acquisition Lead

Roles & Responsibilities -Workforce Planning & Targets

• Translate business ramp-up plans into city/region-wise hiring targets (monthly/weekly).
• Maintain a rolling HC plan, funnel, and productivity ramp dashboards.

Sourcing Strategy (Offline-first)

• Stand up multi-channel sourcing where job portals are ineffective:
  • Regional collection agencies, local vendors, feet-on-street sourcing, mobilizers, WhatsApp communities, and references.
  • Micro-market mapping from Banks & NBFCs to attract experienced talent.
• Drive walk-ins, local job fairs, RWA/community outreach, and field activation in Tier 2/3/4 locations.

Vendor/Agency Management

• Identify, evaluate, and onboard regional agencies set SLAs/TATs, commercials, documentation, and background verification norms.
• Run vendor governance-weekly performance reviews, scorecards, and corrective action plans.
• Expand and diversify panel to de-risk single-source dependency.

Assessment & Selection

• Standardize screening & assessment for collections roles (behavioral, field-readiness, stability, local knowledge, vehicle availability).
• Design day-zero hiring drives, walk-in playbooks, and same-day offer practices to maximize offer-to-join.

Onboarding & Compliance

• Ensure end-to-end documentation (KYC, education, experience, BGV) and statutory compliance (PF/ESIC where applicable) with speed-to-join focus.
• Partner with HR Ops to deliver zero-defect onboarding and day-1 readiness (ID cards, device/APP access, mandates).