Talent Acquisition Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Manager based in India.

This role is a high-impact opportunity to design and scale recruiting systems that support multiple fast-growing software businesses within a portfolio environment. You will play a central role in building predictable, high-quality talent pipelines across diverse hiring needs. The position blends hands-on sourcing expertise with strategic process design, enabling you to shape how hiring is executed at scale. You will work closely with hiring stakeholders to translate ambiguous needs into structured, data-driven recruiting strategies. The environment is fast-paced, highly autonomous, and focused on measurable outcomes. It is ideal for someone who enjoys solving complex hiring challenges and building systems that others can replicate and use independently.

Accountabilities

• Build and maintain strong candidate pipelines across multiple open roles, ensuring at least 15+ qualified candidates are consistently available per requisition through proactive sourcing.
• Design and optimize ATS workflows (including job posting structures and screening processes) to improve time-to-first-screen and overall hiring efficiency.
• Translate unclear or evolving role requirements into precise Boolean search strategies by identifying key differentiating skills and signals.
• Track and evaluate recruiting performance metrics such as time-to-hire, quality-of-hire, and offer acceptance rates, and use insights to improve processes quarterly.
• Develop scalable sourcing playbooks for recurring role types that can be reused across teams and hiring managers.
  
  

Requirements

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• 3+ years of experience in talent acquisition, with strong proficiency in Boolean search and advanced sourcing techniques.
• Hands-on experience with outbound sourcing platforms such as LinkedIn Recruiter, SeekOut, hireEZ, or similar tools.
• Proven experience working with ATS platforms, ideally including Ashby or comparable systems.
• At least 2 years of experience recruiting for financial services, fintech, or PE-backed environments requiring strong domain understanding.
• Experience in startup or high-growth environments (Series A-C or similar) is a strong advantage.
• Strong analytical skills with the ability to interpret sourcing funnel data, channel performance, and conversion metrics.
• Ability to independently identify bottlenecks, design experiments, and implement scalable recruiting improvements.
  
  

Benefits

• Competitive salary aligned with experience and market standards.
• Fully remote work arrangement with flexibility.

Browse our curated collection of remote jobs across all categories and industries, featuring positions from top companies worldwide.

• Opportunity to build and scale recruiting infrastructure across a multi-company portfolio environment.
• High ownership role with direct impact on how rapidly and effectively teams scale.
• Exposure to diverse, fast-growing software businesses and strategic hiring challenges.
  
  

How Jobgether Works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.