Director of Talent Acquisition

Remoat Teams; India; Remote; INR 7.000.000 - 13.000.000; Vollzeit

Benefits dieser Stelle

Remote work

Zusammenfassung

Remoat Teams seeks a Director-level leader to build an AI-native recruiting operation. You will own the team, operating model and results across accounts and countries, working with the founder and engineers.

Lead AI-enabled sourcing, screening and coordination, and continuously evolve the playbook as technology advances. You will balance client needs with delivering starts and long-term value.

Qualifikationen

• 10+ years of leadership experience in tech recruiting and delivery.
• Delivered 100+ hires across multiple accounts and countries.
• Built or redesigned AI-enabled sourcing, screening and coordination workflows.
• Led teams of leads, recruiters and coordinators.
• Strong commercial sense for pricing, capacity and costs.
• Proven ability to influence senior stakeholders and clients.
• Excellent written and verbal English communication.

Aufgaben

• Lead AI-native recruiting service from brief to starts and client outcomes.
• Own the operating model, team, and delivery across accounts and countries.
• Design AI-native workflows with engineers, test in live delivery and measure impact.
• Evolve playbooks and handoffs as technology changes.
• Hire and develop leaders who can run parts of the operation.
• Maintain client trust and manage delivery reviews and escalations.

Kenntnisse

Senior leadership

Volume & complexity

AI-enabled recruiting

Operating model design

Commercial judgement

Team development

Cross-country delivery

English proficiency

Tools

AI tools

Workflow design

Jobbeschreibung

Remote | Director level | Build an AI-native recruiting operation

You'll lead the delivery of an AI-enabled recruiting service, from the first client brief to people starting on agreed dates. You'll own the team, the operating model and the results across accounts and countries, working directly with the founder and alongside engineers.

A process you build here may become obsolete as technology advances. You'll be expected to recognise that quickly and rebuild the operation, even when it means replacing your own work. Live client commitments continue throughout. Once the outcome and boundaries are clear, we expect you to work out the path and move.

You need to make two sides work together: candidates engaging and progressing, and clients making timely selections. Improving one stage means little if the rest of the service cannot turn it into starts.

What you'll own

• Requirements and delivery. Turn client requests into confirmed briefs covering roles, volumes, locations, dates and selection responsibilities. Work backwards from required starts to the funnel and capacity needed, with clear service levels and local requirements.
• The funnel. Follow candidates from their source through AI interviews, human selection and starts. Track conversion, quality, drop-offs, turnaround times and source costs. Find the failing stage and fix the cause, rather than asking for more activity everywhere.
• AI-native workflow design. Rethink sourcing, screening and coordination from the ground up. Decide which steps can disappear, which AI should handle and where human judgement is essential. Build with engineers, test in live delivery and measure the result.
• An operation that keeps evolving. Build the playbook, then replace it when better technology changes what is possible. Redesign workflows, handoffs, quality controls and team responsibilities together. Give each change an owner and follow it through to adoption.
• The team. Hire and develop leads, recruiters and coordinators who keep learning as their work changes. Build leaders who can run parts of the operation, and stay close to the detail without becoming the answer to every question.
• Commercial discipline. Understand each account's capacity, costs and productivity. Improve how we use people, tools and sourcing channels, and give business owners sound delivery assumptions for pricing and growth.
• Client trust. Run delivery reviews, handle operational escalations and flag risks early. Work with sales and customer success so commitments, updates and next steps stay consistent.

You own operating decisions and inform product and commercial priorities. Final product direction, pricing and contract terms remain with the business owners; clients retain final hiring decisions. Developing our recruiting team is part of the role. Training candidates for their jobs after hiring is not.

What progress should look like

In your first 30 days, you'll be delivering for clients: requirements confirmed in writing, a first playbook in use and clear ownership of next steps. Learning and delivery happen together.

Over time, we should see:

• Reliable delivery and early communication when plans change.
• AI-native workflows with fewer unnecessary steps and measurable gains in quality, speed or cost.
• Proven new capabilities translated quickly into a better operating model.
• Clear funnel, capacity and cost data that leads to better decisions.
• Stronger team leads, with at least one person you develop ready to run part of the business.

What you bring

• Senior leadership. 10+ years of experience overall, including at least 3 leading a tech-first recruiting operation. You set direction, built the team and answered for results.
• Volume and complexity. You've delivered at least 100 hires, managed competing client requirements and run a ramp with a hard start date. You can explain the timeframe, team and funnel.
• AI you can show us. You've built agents, workflows or screeners and run sourcing or screening with AI doing a real share of the work. Explain which steps you removed, what you rebuilt and what improved. Using a chat assistant is not enough.
• Systems you've rebuilt. You've redesigned an operation, brought the team with you and measured the impact. You can let go of your own best process when the evidence changes.
• Commercial judgement. You've owned account, portfolio or business economics, including revenue, costs and margins, and set or defended a price.
• A permanent learning habit. You try new capabilities yourself, test their limits and turn what you learn into better work. Be ready to show a recent example.
• Leadership through others. You've managed team leads and developed recruiters who went on to run things themselves.
• Client credibility. You've clarified difficult requirements, run business reviews and handled escalations.
• Clear written English. Your briefs and updates make the problem, decision and next step easy to understand.

Multi-country delivery, new client launches and work with engineers will help. So will building a startup or two-sided marketplace operation where candidate supply, client demand and service quality have to work together.

The judgement this role needs

A few examples of the work:

• 1000 voice hires, five cities, one start date. Build a credible funnel and capacity plan, clarify selection responsibilities and spot where starts are at risk. An optimistic sourcing target is not enough.
• Applicants arrive but AI interviews go unfinished. Diagnose the candidate journey, criteria, tool and follow-up. Bring engineers a specific problem, test the fix and check conversion and quality.
• A referral feature is ready but the channel is not. Resolve ownership, eligibility, payout rules and the candidate journey with the right people. Track whether referrals become starts.
• A new AI capability makes your current operation obsolete. Rebuild the workflow, controls and team responsibilities, retrain the team and move quickly into the better model while protecting live client commitments.

These are examples, not a fixed project list.

• Build what recruiting becomes. Design an AI-native service end to end, put it into production and own the operating results. Your scope can grow as you prove what you can run.
• Founder and engineering access. You'll work directly with a serial founder who has built and scaled several businesses, and with engineers on problems where you can see the impact in live delivery.
• Keep getting better. Learn through building, testing and leading, with opportunities to work with experienced executive coaches and advisors.
• Remote work. Work from anywhere, coordinating closely with a remote team and clients across time zones.

How we hire

Show us what you've built, the decisions you made and the results. A well-known company or title will not carry an application.

How we work

We work at high velocity, with a six-day week and regular weekend work. The bar is high, decisions often come before complete information, and learning has to turn into action quickly.

Permanent upskilling is part of the job. You'll keep testing new AI capabilities, updating your own skills and helping the team do the same. You need to enjoy the cycle of learning, building, measuring and rebuilding while delivering for clients.

This is a poor fit if you want predictable weekdays, a stable playbook, distance from operational detail or a role where your existing expertise will be enough. You'll need to diagnose problems yourself, challenge how the work is done and stay willing to become a beginner again.