Talent Acquisition Manager

Role Overview

We are looking for a Strategic Talent Acquisition Manager with 8–10 years of experience who can own, lead, and drive our entire recruitment engine. This is an executive-interfacing role where you will manage a team of recruiters, act as a talent consultant to the C-suite, and run a highly data-driven TA operation. You must be skilled at translating raw recruiting data into executive-ready performance metrics and business outcomes for management.

About MyOperator

MyOperator is a Business AI Operator, a category-leader that unifies WhatsApp, Calls, and AI-powered chat & voice bots into one intelligent business communication platform. Unlike fragmented communication tools, MyOperator combines automation, intelligence, and workflow integration to help businesses run WhatsApp campaigns, manage calls, deploy AI chatbots, and track performance — all from a single, no-code platform. Trusted by 12,000+ brands including Amazon, Domino's, Apollo, and Razorpay, MyOperator enables faster responses, higher resolution rates, and scalable customer engagement — without fragmented tools or increased headcount.

Key Responsibilities (KRAs)

• C-Suite & Stakeholder Management: Partner directly with the CEO, Founders, and C-level executives to forecast headcount needs, calibrate senior mandates, and align talent acquisition with long-term business strategy.

• Team Leadership & Velocity: Manage, mentor, and monitor a team of 3–5 TA specialists; execute weekly performance reviews to optimize team throughput, pipeline generation, and time-to-hire velocity.

• Data-Driven TA Governance: Build and maintain recruiting dashboards inside the ATS; track, audit, and analyse comprehensive recruitment metrics (e.g., pipeline conversions, source-mix cost, and funnel drop-off rates).

• Executive Presentation & Reporting: Synthesize complex recruiting datasets into structured, high-level business presentations for the leadership team to review hiring velocity, market talent intelligence, and quarter-on-quarter ROI.

• Sourcing Framework Design: Architect advanced Inbound & Outbound sourcing strategies across premium channels (LinkedIn Recruiter, Wellfound, premium networks) to ensure a steady pipeline for critical management and engineering mandates.

  
  

Must-Have Requirements (Strict Binary Filters)

• Experience Range: Exactly 8–10 years of core experience in corporate Talent Acquisition or Recruitment functions.

• C-Suite Advisory History: Minimum 3 years of experience directly advising, reporting to, and managing hiring expectations for C-level executives (CEOs, CTOs, CFOs).

• Industry Domain: Minimum 4 years of in-house corporate TA experience within a B2B SaaS, Cloud Technology, CPaaS, or fast-scaling tech-product company.

• Leadership Span: Minimum 3 years of direct people-management experience, having managed an internal team of at least 3 recruiters (excluding outsourced RPO or external vendors).

• Technical Stack & Analytics: Advanced proficiency with enterprise ATS platforms (Zoho Recruit, Greenhouse, or Lever) and executive dashboard building using data tools (Excel Pivot Tables, Tableau, or PowerBI).

• Logistical Constraint: 100% comfortable with a full-time, on-site work structure in Noida and a maximum notice period of 30 days.

  
  

Good-to-Have Requirements

• Experience managing executive search pipelines for VP and C-level leadership positions.

• AI-Driven Recruitment Trends: Hands-on exposure to leveraging Generative AI and advanced automation layers within the recruitment stack (e.g., AI-powered resume screening agents, utilising LLMs for precision candidate outbound prompt writing, and tech-driven candidate assessment engines

• Experience designing and scaling structured internal employee referral programs that contribute over 30% of total organization hires.

  
  

This Profile Is NOT For

• Industry Mismatch: Candidates coming from traditional non-tech sectors such as Manufacturing, FMCG, Retail, Hospitality, Infrastructure, or Real Estate.

• Agency-Only/Search Firm Profiles: Candidates who have only worked on the agency/consultancy side without sustained, in-house corporate TA ownership.

• Pure Execution Coordinators: Individuals who only execute tactical resume sorting and scheduling rather than owning data architecture, strategy, and business reporting.