Assistant Manager- Talent Acquisition & HR

Pointo; Barrackpore; On-site; INR 600,000 - 1,200,000; Full time

Job summary

Pointo in India seeks an experienced recruiter to manage the complete recruitment lifecycle across technical and non-technical roles. You will coordinate interviews, screen candidates, and drive offers and joining follow-up, while building multiple location pipelines to support business expansion.

You will collaborate with hiring managers to set criteria, calibrate profiles, and accelerate shortlisting, with emphasis on urgent, revenue-linked roles and niche skill markets.

Responsibilities

• Own end-to-end recruitment lifecycle from intake to joining.
• Manage multiple requisitions across roles (technical, business, frontline, managerial, and specialized).
• Prioritize urgent, revenue-linked positions.
• Maintain candidate pipelines for high-volume, recurring, and hard-to-fill roles.
• Track activity from requisition opening through joining.
• Drive recruitment for software eng, backend/frontend, mobile apps, QA/testing, DevOps, IT, data analytics, database, product, and other tech roles.
• Interpret job descriptions, tech stacks, experience levels, and role competencies for screening.
• Partner with hiring managers to calibrate candidate profiles, shortlist quality, interview stages, and selection criteria.
• Use sourcing via Naukri, LinkedIn, referrals, tech communities, direct outreach, and vendors.
• Manage challenges such as niche skill availability, compensation expectations, competing offers, notice periods, and dropouts.
• Maintain engagement and timely follow-up through interview stages, offers, and joining.
• Oversee recruitment across Sales, Collections, Field Operations, Customer Support, Hub Operations, and corporate functions.
• Execute high-volume, multi-location hiring aligned with expansion.
• Develop location-specific sourcing strategies for difficult markets and frontline roles.
• Coordinate with hiring managers to accelerate shortlisting, interview feedback, and final decisions.
• Communicate recruitment progress, risks, sourcing challenges, and closure dates transparently.
• Handle demanding stakeholders professionally while maintaining focus on hiring outcomes.
• Build and maintain talent pools for recurring, critical roles.
• Track source effectiveness and funnel conversion to improve sourcing quality.
• Manage compensation discussions within approved salary structures.
• Monitor offer acceptance, counteroffers, notice periods, and non-joiners; drive joining conversion.

Skills

Talent Acquisition

Screening

Interview Coordination

Sourcing

Offer Management

Stakeholder Management

High-Volume Hiring

Technical Hiring

Hiring Analytics

Tools

Naukri

LinkedIn

Referral Networks

Job description

ROLE

• – Manage the complete recruitment lifecycle: requirement intake, sourcing, screening, interview coordination, selection, offer management, and joining follow‑up.
• – Handle multiple concurrent requisitions across technical, business, frontline, managerial, and specialized roles.
• – Prioritize critical and revenue‑linked positions in line with approved manpower requirements and business urgency.
• – Maintain active candidate pipelines for recurring, high‑volume, and hard‑to‑fill positions.
• – Track recruitment activity consistently from requisition opening through candidate joining.
• – Drive recruitment for software engineering, backend/frontend development, mobile applications, QA/testing, DevOps, IT, data analytics, database, product, and other technology roles.
• – Interpret technical job descriptions, technology stacks, experience levels, and role‑specific competencies for effective screening.
• – Partner with technical hiring managers to calibrate candidate profiles, shortlist quality, interview stages, and selection criteria.
• – Use targeted sourcing through Naukri, LinkedIn, referrals, technology communities, direct outreach, and specialist vendors.
• – Manage technical hiring challenges such as niche skill availability, compensation expectations, competing offers, notice periods, and candidate dropouts.
• – Maintain candidate engagement and timely follow‑up through interview stages, offer release, and joining.
• – Oversee recruitment across Sales, Collections, Field Operations, Customer Support, Hub Operations, and corporate functions.
• – Execute high‑volume, multi‑location hiring aligned with business expansion and operational requirements.
• – Develop location‑specific sourcing strategies for difficult markets and recurring frontline roles.
• – Coordinate with hiring managers to accelerate shortlisting, interview feedback, and final decisions.
• – Work closely with hiring managers to understand role requirements, priority, compensation range, and expected joining timelines.
• – Drive timely feedback and decision‑making through structured follow‑ups and clear escalation of delays.
• – Communicate recruitment progress, risks, sourcing challenges, and expected closure dates transparently.
• – Handle demanding stakeholders professionally while maintaining focus on agreed hiring outcomes.
• – Build and maintain talent pools for recurring, critical, technical, and location‑specific roles.
• – Track source effectiveness and recruitment funnel conversion to improve sourcing quality.
• – Manage compensation discussions and candidate expectations within approved salary structures.
• – Monitor offer acceptance, counteroffers, notice periods, and non‑joining reasons; take proactive steps to improve joining conversion.
• – Maintain accurate recruitment trackers and dashboards covering requisition status, time‑to‑hire, offer‑to‑joining conversion, funnel conversion, source effectiveness, and recruiter productivity.
• – Prepare daily updates and weekly/monthly recruitment reports for management review.
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