Talent Acquisition Manager

Codingal; Bengaluru; On-site; INR 1,800,000 - 2,800,000; Full time

Benefits offered by this job

Free lunch and dinner

Direct exposure to CEO and leadership

Job summary

Codingal is building a dedicated in-house talent acquisition function in Bengaluru to scale to 10,000 qualified leads per month and beyond. The Talent Acquisition Manager will own the end-to-end hiring engine, run senior searches, manage a growing team of recruiters, and partner with CEOs and hiring managers across the business.

You will lead high-volume non-tech hiring, set pipelines and SLAs, and drive throughput with a data-driven, automation-first approach.

Qualifications

• 5–7 years in talent acquisition, with at least 3 in high-growth startup environments.
• Managed a team of 2 or more recruiters with targets and reviews.
• Strong personal closing record as an individual contributor.

Responsibilities

• Own the hiring plan end to end with named owners and dates.
• Lead the company's hardest searches, including senior leadership, growth roles, and content/design.
• Handle high-volume non-tech hiring across sales, renewals, customer service, and operations.
• Coach the team, set quality standards, review pipelines, and address underperformance.
• Own the ATS, screening rubrics, trackers, and sourcing playbooks for clarity.

Skills

Talent acquisition

Team management

High-volume hiring

Stakeholder management

ATS Dover

Tools

Dover ATS

AI-based tools

Job description

Codingal (www.codingal.com) is the global leader in online AI & coding education for kids and teens. We run live, interactive classes led by expert instructors, helping students build apps, games, websites, and AI-powered projects.

Trusted by over 1 million students worldwide and backed by Y Combinator, Rebright Partners, and top angel investors, Codingal is rated 4.9/5 by students with an NPS of 86 — the most loved platform for coding and AI education. We are a ~200-person team headquartered in HSR Layout, Bengaluru, running a global, always-on business across sales, renewals, customer service, student operations, teacher operations, content, and growth.

The Role

Codingal is in the middle of a deliberate scale-up. We are scaling toward 10,000 sales-qualified leads a month by October, and that volume needs a significantly larger team of academic counselors, renewal specialists, and customer service associates. Concretely: 20–30 hires this quarter across sales, renewals, and customer-facing teams, alongside a ground-up rebuild of our growth function that includes senior leadership hires for performance marketing and organic growth.

Recruiting is now a core business function for us, not a support function. We have tried agencies; they gave us speed on paper but pulled from shared candidate pools and could not hold the quality bar we need for roles where communication and empathy with parents and kids decide outcomes. So we are building the in-house team instead.

We are hiring a Talent Acquisition Manager to own that hiring engine end to end: build and run the TA team, own the plan with our hiring managers and CEO, and be personally accountable for whether the hires land. This is a player-coach seat, not an oversight seat. You will split your time between managing the team and running the company's hardest searches yourself.

You will report to the Associate Director, People, and work directly with the CEO and with hiring managers across Sales, Customer Relations, Operations, and Growth.

What You'll Own

• The hiring plan, end to end. Gather requirements from hiring managers and the CEO, translate them into a staffed execution plan with named owners and dates, and be accountable for the targets set with leadership. If the number is missed, it is yours.
• The company's hardest searches, personally. Senior and leadership roles — including Director-level growth hires and specialist content and design roles — stay on your desk. These are won on market mapping, judgment, and stakeholder management, not throughput.
• High-volume non-tech hiring across functions. Sales (academic counselors and BDAs), renewals, customer service, student operations, pre-sales, and internships. Multi-req, at pace, all month.
• Coach the team, including the difficult cases. Set the quality bar, review pipelines, sit in on screens. When a recruiter underdelivers, diagnose whether it is an understanding gap or a motivation gap, co-train with the hiring manager, and act on it quickly rather than letting a quarter drift.
• The funnel and the systems behind it. Own our ATS (Dover) and the screening rubrics, trackers, scorecards, and sourcing playbooks the team runs on. Keep them clean enough that anyone can read the pipeline without asking you.
• Sourcing channels and vendors. Job boards, referrals, campus and intern pipelines, and the external agency panel — including holding agencies to their SLAs rather than absorbing their misses.
• Numbers leadership can see weekly. Time-to-fill, cost-per-hire, offer acceptance rate, offer-to-join ratio, and a live pipeline dashboard. We measure on hires who join and stay, not interviews scheduled.

What We're Looking For

• 5–7 years in talent acquisition, with at least 3 in high-growth startup environments where the plan changed mid-quarter and you delivered anyway.
• You have managed a team of 2 or more recruiters — allocated reqs, set targets, run reviews, and handled at least one underperformer. Managing a single direct report is not the bar here.
• A strong personal closing record as an individual contributor. You will be coaching juniors on craft you can still demonstrate, so we will go deep on roles you closed yourself: how you sourced, what you screened for, and why the candidate said yes.
• High-volume non-tech hiring at scale — sales, customer service, operations, support, or similar customer-facing roles, at 10+ hires a month.
• Based in Bengaluru, and able to be in our HSR Layout office. This is not a relocation or remote seat.
• Steady tenure. We value recruiters who commit and grow. A pattern of short stints is a hard conversation.

Strongly preferred

• An automation-first, AI-native way of working. We score hundreds of applications against weighted rubrics using Claude-based agents before a human picks up the phone, and we use AI for structured outreach, communication assessment, and pipeline analytics. We will teach you our stack; we want to see that you have already been reaching for these tools rather than waiting to be handed them.
• Ed-tech, or high-volume B2C / inside-sales hiring exposure.
• Experience hiring senior or leadership roles alongside volume hiring.
• Comfort building a function from a thin base rather than inheriting a running machine.

How We Work

We are direct about this because it is a real commitment: we are an in-office team at HSR Layout, Bengaluru, working 6 days a week, 11 AM to 8 PM, with 24 work-from-home days a year. The pace is intense in the way early growth-stage companies are.

In exchange, the work is unusually consequential. The people you hire this quarter will visibly move the company’s trajectory, and you will have short decision loops and real budget authority to get it done. Don’t just take our word for it: read what current and former employees say on Glassdoor and bring your questions to the interview.

Compensation & Location

• Compensation: competitive, based on experience. Fixed CTC plus a performance-linked incentive tied to hiring delivery. We will share the specific band with you on our first call.
• Perks: free lunch and dinner, and direct exposure to the CEO and leadership from week one.

Your First 90 Days

• Days 1–30: Team strengths scoped (2-3 recruiters, 2 interns), reqs allocated, per-recruiter targets set.
• Days 30–60: Funnel running on your systems. Rubrics, trackers, and the weekly dashboard live; agency panel under SLA; senior searches opened.
• Days 60–90: Delivering against the quarterly plan with the team, and owning at least one leadership search to offer stage.

Where This Role Goes

The honest version: this is a build seat, and the first months are in the trenches. As the function maturing, its scope widens beyond filling roles into the broader people agenda — employer branding, career ladders, rewards and recognition, and people programs that today sit with leadership. The person who builds a team that reliably delivers is the first conversation for that scope. It is performance-gated, not time-gated, and we would rather tell you that plainly than promise a title.

Our Process

Fast and mutual: a short screening conversation, a deeper discussion on hiring craft (planning, funnel thinking, stakeholder management), a 60-minute structured assessment, a conversation with our CEO, and an office visit so you can see the team and the pace for yourself. We move in days, not weeks, and we expect you to interview us just as hard.

Ready to build the hiring engine behind Codingal's next stage?