Talent Acquisition Lead

Pepper; Mumbai; Sur place; INR 4 000 000 - 6 000 000; Plein temps

Avantages offerts par ce poste

Paid leaves for new parents

Medical Insurance coverage for all?

COVID 19 insurance coverage for all

Résumé du poste

Pepper Content in Mumbai seeks a Talent Acquisition Lead to own full-time hiring for Pepper's India organisation — tech and business — and to build the team and the system that delivers it. This role is for a process builder who can forecast, scale sourcing, standardize interview processes, and measure outcomes.

You will manage a small TA team and partner with business leaders to ensure timely, high-quality hires.

Qualifications

• 6–7+ years in Talent Acquisition, with leadership experience.
• Startup hiring experience where role specs evolve quickly.
• Expert in full-cycle recruiting for technical and business roles.
• Data-driven with experience using recruitment metrics and funnels.

Responsabilités

• Own end-to-end hiring for Pepper's India org.
• Build scalable sourcing strategies and processes.
• Lead and develop a small TA team.
• Partner with business leaders and People team.
• Design interview structures and measurement of quality of hire.

Connaissances

Team leadership

Full-cycle recruiting

Sourcing strategy

Stakeholder management

Outils

HRIS

ATS

Recruitment marketing

Sourcing platforms

Description du poste

Pepper Content (www.peppercontent.io) is building a global content marketing platform that brings companies and content creators together to scale up content creation processes across 75+ content verticals and 150+ content categories. Over the past 7 years, over 150,000+ freelance content creators have applied to be part of the Pepper network of which we work with the top 5% talent, and on the other end - we work with over 2500+ customers like Amazon, Adobe, Google, HDFC Bank, Adani, and majority of the startup ecosystem.

The Role:

We're looking for a Talent Acquisition Lead to own full-time hiring for Pepper's India organisation — tech and business — and to build the team and the system that delivers it.

This is a role for a process builder. Pepper hires across a wide spread of functions and seniorities, and the business is moving fast enough that hiring needs shift quarter to quarter. What that calls for is someone who can put real infrastructure underneath it: forecasting the business can plan against, sourcing strategies that scale beyond any one recruiter's network, interview processes that hold a consistent bar, and tooling that makes all of it measurable.

You'll manage a small TA team, partner directly with business leaders and the People team, and be accountable for whether Pepper gets the people it needs, on time, at the quality bar. You'll have real latitude to design how this function runs.

We're looking for someone enthusiastic, comfortable with uncertainty, flexible, genuinely good with people, and not afraid to roll up their sleeves.At Pepper, you'd be:

• Hiring delivery, end to end. You own the number. Partner closely with business teams so sourcing and hiring strategies are aligned to the org's plans, and make sure roles close — on time and at the bar.
• The team. Lead, coach, and grow a small team of recruiters. Set the standard, unblock them, carry a req load yourself when the quarter demands it, and build people who outgrow the role.
• The recruiting system. Create and implement the processes, scorecards, interview structures, and tooling that drive efficiency and raise quality of hire. Make the good practice repeatable instead of personal.
• Sourcing that goes beyond the obvious. Build and run innovative sourcing strategies that reach non-traditional and diverse talent pools — not just the same ten companies everyone else is calling.
• Employer brand and network. Actively leverage your network and relevant communities to put Pepper in front of talent that isn't looking yet.
• Candidate experience. Design the process so that people who don't get an offer still speak well of us. Measure it, don't assume it.

You should apply if you have:

• 6–7+ years in Talent Acquisition, including experience leading or mentoring recruiters. You've been accountable for a team's output, not only your own.
• Startup hiring experience is a must. You've hired in an environment where the role spec changes mid-search, the budget is real, and speed matters as much as fit.
• In-depth knowledge of full-cycle recruiting and sourcing across both technical and business roles.
• Hands-on with the stack — HRIS, ATS, sourcing tools, and recruitment marketing platforms. You can set a system up, not just operate one someone else configured.
• Comfortable with data. You can tell a business leader what your funnel conversion actually is, where it's leaking, and what you're doing about it.
• Excellent written and verbal communication, and real presentation skills. You can hold your own with a founder, a hiring manager, and a candidate you're trying to win — often in the same afternoon.
• Flexible, and willing to work beyond the job description. The scope will stretch. That should sound good to you, not alarming.
• Familiarity with AI-assisted sourcing, screening, and outreach tooling is a strong plus — we're actively rebuilding how this work gets done.

Benefits at Pepper:

• Paid leaves for new parents
• Medical Insurance coverage for all employees and dependents including Parents or in-laws
• COVID 19 insurance coverage for all employees and dependents including Parents or in-laws