Talent Acquisition Specialist

Olyv India (formerly SmartCoin); Bengaluru; On-site; INR 600,000 - 900,000; Full time

Job summary

A leading fintech company in Bengaluru is seeking a Mid-Senior Talent Acquisition professional to manage the end-to-end recruitment lifecycle. The role involves driving hiring metrics, partnering closely with Founders and leaders, and utilizing data to optimize recruitment processes. The ideal candidate has a strong background in fintech, proven expertise in both tech and non-tech hiring, and an MBA in HR. This full-time position offers opportunities to lead initiatives that enhance employer branding and hiring efficiency.

Qualifications

• Strong experience in fintech or high-growth environments.
• Data-driven mindset to track and analyze hiring metrics.
• Proficient in stakeholder management and communication.
• > Hands-on experience with ATS, LinkedIn Recruiter, sourcing tools, and hiring analytics.
• > Highly data-driven mindset with ability to track, analyze, and improve hiring metrics.
• > AI-curious and automation-oriented mindset with eagerness to adopt new hiring technologies.

Responsibilities

• Manage end-to-end recruitment lifecycle including sourcing, screening, and onboarding.
• Drive continuous improvement in hiring metrics using data-backed insights.
• Partner with founders and hiring managers to define hiring strategies.
• Drive time-to-hire, cost-to-hire, quality-of-hire, and hiring conversion metrics using data-backed insights.
• Independently own and close TA projects such as hiring sprints, ramp-ups, leadership closures, and new team setups.
• Partner with Founders, CXOs, VPs, and Hiring Managers to define scalable hiring strategies.
• Act as trusted talent advisor, providing market intelligence, compensation benchmarking, and feasibility analysis.
• Drive structured interview frameworks, hiring scorecards, and feedback discipline to improve quality.
• Enable decision-making through data, dashboards, and hiring insights.
• Build strong pipelines through LinkedIn Recruiter, referrals, direct sourcing, and ATS.

Skills

Strong experience in fintech, NBFC, lending, startups, or high-growth internet companies

Proven expertise in both tech and non-tech hiring

Strong stakeholder management, communication, and influencing skills

Hands-on experience with ATS, LinkedIn Recruiter, sourcing tools, and hiring analytics

Highly data-driven mindset

AI-curious and automation-oriented mindset

hiring analytics

data-driven mindset

AI & automation

Education

MBA in HR from a premium institute

2–6 years of progressive experience in Talent Acquisition

Tools

ATS

LinkedIn Recruiter

Sourcing tools

Job description

Olyv || OneCard || Ex-UniCards || Ex-SuprDaily(swiggy) || RPO at CRED

• Own the end-to-end recruitment lifecycle including workforce planning, sourcing, screening, interviewing, offer management, and onboarding.
• Deliver hiring across Technology, Product, Data Science, Risk, Credit, Analytics, Sales, Operations, Finance, and Corporate functions.
• Manage lateral, leadership, niche, and mission‑critical hires in fast‑paced, high‑growth fintech environments.
• Drive and continuously improve time‑to‑hire, cost‑to‑hire, quality‑of‑hire, and hiring conversion metrics using data‑backed insights.
• Independently own and close TA projects such as hiring sprints, business‑critical ramp‑ups, leadership closures, and new team setups.
• Partner closely with Founders, CXOs, VPs, and Hiring Managers to understand talent needs and define scalable hiring strategies.
• Act as a trusted talent advisor, providing market intelligence, compensation benchmarking, and hiring feasibility analysis.
• Drive structured interview frameworks, hiring scorecards, and strong feedback discipline to improve hiring quality.
• Enable decision‑making through data, dashboards, and hiring insights.
• Build strong and sustainable pipelines through LinkedIn Recruiter, referrals, direct sourcing, talent communities, fintech networks, and ATS.
• Leverage data, automation, and AI tools to enhance sourcing efficiency and candidate outreach.
• Strengthen employer branding through superior candidate experience, storytelling, and consistent market presence.
• Identify and attract passive talent from fintechs, NBFCs, startups, banks, and technology companies.
• Own and continuously optimize recruitment processes, SLAs, and hiring governance frameworks.
• Build and maintain real‑time hiring dashboards, funnel analytics, and reports to track performance and predict outcomes.
• Actively experiment with AI‑driven sourcing, screening, automation, and workflow optimization to scale hiring efficiently.
• Ensure compliance with labor laws, background verification, data privacy, and internal hiring policies.
• Collaborate closely with HR Ops, Finance, and Leadership to ensure smooth closures, onboarding, and workforce planning.
• Mentor and guide junior recruiters (if required) and drive high performance within the TA team.
• Manage and evaluate external recruitment partners, consultants, and vendors to ensure cost efficiency and quality delivery.
• Lead and execute strategic TA initiatives such as:
  • Hiring automation projects
  • Employer branding initiatives
  • Diversity hiring programs
  • Process digitization and ATS optimization

🔹 Skills & Competencies

Must‑Have

• Strong experience in fintech, NBFC, lending, startups, or high‑growth internet companies.
• Proven expertise in both tech and non‑tech hiring.
• Strong stakeholder management, communication, and influencing skills.
• Hands‑on experience with ATS, LinkedIn Recruiter, sourcing tools, and hiring analytics.
• Highly data‑driven mindset with ability to track, analyze, and improve hiring metrics.
• AI‑curious and automation‑oriented mindset with eagerness to adopt and implement new hiring technologies.

Good‑to‑Have

• Exposure to bulk hiring, leadership hiring, and niche role closures.
• Understanding of fintech regulations, credit, risk, analytics, and product‑led organizations.
• Experience scaling teams from early‑stage to growth‑stage environments.
• Experience running end‑to‑end TA projects independently and driving measurable outcomes.
• MBA in HR from a premium institute.
• 2–6 years of progressive experience in Talent Acquisition.
• Prior experience as Senior Recruiter / Lead / Associate Manager preferred.

Seniority level

Mid‑Senior level

Employment type

Full‑time

Job function

Human Resources