Talent Acquisition Manager

Indrajaal is seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.

This is a business-critical leadership role that shapes how Indrajaal attracts, evaluates, and hires world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.” 

Key Responsibilities

A. Talent Acquisition Strategy & Leadership

• Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
• Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
• Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.

B. Technology + Business Hiring

Lead hiring across specialized and diverse roles including:

• Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
• Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
• Leadership roles across functions

C. Build Scalable Hiring Processes

• Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
• Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
• Implement predictable hiring mechanisms that scale with organizational growth.

D. Workforce & Talent Planning

• Partner with business teams to understand future capability needs.
• Build proactive talent pipelines for niche, critical, and high-impact roles.
• Conduct quarterly workforce planning and hiring capacity analysis.

E. Talent Intelligence & Market Mapping

• Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
• Build talent intelligence reports for leadership decision-making.

F. Solve Hiring Bottlenecks

Identify and resolve bottlenecks across:

• Sourcing channels
• Interview readiness
• Panel bandwidth
• Decision cycles
• Compensation alignment
• Offer conversions
• Notice periods
• Internal processes and documentation gaps

G. Build & Lead TA Teams

• Hire, mentor, and lead a high-performing Talent Acquisition team.
• Define ownership, specialization, KPIs, and execution culture.
• Drive accountability, speed, and quality across the hiring lifecycle.

H. Data-Driven Recruitment

Use hiring data to improve:

• Time-to-Hire
• Quality-of-Hire
• Offer-to-Join Ratio
• Source Effectiveness
• Cost-of-Hire
• Hiring Manager Experience
• Process predictability and SLA adherence

3. Required Skills & Experience

• 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
• Experience scaling hiring in high-growth product/technology organizations.
• Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
• Proven ability to build recruitment processes, frameworks, and TA teams.
• Strong stakeholder management and communication skills.
• Ability to operate in fast-paced, ambiguous, high-accountability environments.
• Experience with hiring dashboards, ATS systems, and recruitment analytics.

4. Competencies

• Strategic Thinking
• Execution Excellence
• Stakeholder Management
• Problem Solving & Decision Making
• Talent Intelligence
• Process Design & Optimization
• Leadership & Team Building
• Data-Driven Mindset
• High Ownership & Accountability

5. What Success Looks Like

• Predictable, scalable hiring processes
• Reduced Time-to-Hire and improved Quality-of-Hire
• Strong talent pipelines for critical roles
• High hiring manager satisfaction
• Clear documentation, SLAs, and audit-ready processes
• A high-performing TA team with strong execution culture
• TA functioning as a business partner, not a support function