JD - Talent Acquisition Lead
Join us as a Talent Acquisition Lead in our HR team at our Gurgaon office to get the opportunity to do the best work of your career and make a profound impact in our journey of enabling retail in India.
About This Role
This role is for the person who owns the full TA process: structures it, runs it, and delivers at pace. This is a builder role, not an executor role. Ginesys TA function needs to be re-build from scratch with fresh thinking , configure & implement processes around ATS, standardize JD templates, structured scorecards, or defined SLAs. The Senior TA Lead will build all of these while simultaneously running active searches. In the end, this is not just a sourcing role. Sourcing is one part of your work — you own the full process and the outcomes. You will hire and design the recruitment team & processes while running active searches simultaneously. This is not a low-intensity role thus hiring pace is critical to business outcomes.
Primary Mandate
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Own end-to-end hiring process: JD creation, sourcing, screening, interview coordination, offer management, pre-joining communication
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Own data hygiene, pipeline visibility, stage conversion reporting via ATS
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Build and maintain structured interview processes: standardize scorecards, defined panel roles, 24-hour feedback SLA
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Manage all sourcing channels: LinkedIn Recruiter, Naukri, employee referrals, campus, specialist communities for tech roles
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Own hiring SLAs and report weekly: time-to-offer, offer acceptance rate, source mix, pipeline health per role
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Partner with hiring managers on JD design, interview calibration, and offer structuring
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Partner with external vendors, job portals, and industry networks to attract the best talent.
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Rework & design JD template library covering all major role families (tech, product, implementation, support, finance, HR)
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Build standardised interview scorecard templates for each role family
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Establish and maintain vendor relationships: job boards, headhunters, background verification
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Design and execute employer branding on platforms like LinkedIn, Glassdoor, Abmitionbox and tech community platforms
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Manage TA Executive and TA Consultant — allocate mandates, track closure rates, coach on quality
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Define clear KPIs for the TA team: mandates handled, time-to-offer, pipeline quality, offer acceptance
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Provide weekly pipeline updates to CEO / Designated RM — no mandate should go cold or untracked
Non-Negotiable Requirements
6–9 years in TA, with 3+ years leading full-cycle hiring
Has personally owned the hiring process from JD to joining — not just sourced candidates. Has managed the interview calendar, vendor relationships, and offer conversations.
Tech/product hiring experience
Has hired software engineers, product managers, implementation leads, or equivalent tech roles. Understands the difference between a full-stack role and a backend role, can read a JD written by an engineering manager, and has sourced from tech communities not just job boards.
ATS implementation or significant configuration experience
Has set up an ATS from scratch or significantly configured one (Keka, DarwinBox, Greenhouse, Freshteam, or similar) — not just used it as a recruiter. Can make vendor selection recommendations.
Metrics-driven approach
Tracks and reports time-to-offer, source mix, offer acceptance rate, and pipeline conversion as standard practice — not ad hoc. Can build a hiring dashboard on Day 1.
Experience in SaaS or product-tech companies
Understands the talent market for tech roles, knows which sourcing channels work for engineers vs. product managers, and can build an employer brand that resonates with technical candidates.
Good to Have
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Experience hiring in a company that went through rapid headcount scale (say 50300 in past 2-3 years)
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Exposure to L&D or on-boarding process design
- Prior experience building campus hiring programme at engineering colleges or IIT/NIT tier
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Employer branding ownership — LinkedIn content, Glassdoor management, tech community presence
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Familiarity with HRMS platforms (Keka, DarwinBox) beyond just ATS — useful for integrated HRMS rollout
Benefits:
We like to think that talent grows at Ginesys and stays at Ginesys. To ensure this, we provide our employees with the best working environment, the latest technology and continuous support. We go out of our way to retain the small business feeling with which we started and stimulate innovation and collaboration through teamwork and our non-hierarchical approach. We offer competitive salary, and other fantastic perks and benefits, such as:
Ginesys Academy for holistic training and development
Comprehensive health insurance coverage
Excellent rewards and recognition policy
Transparent compensation policy with no unnecessary deduction in CTC
Annual company off-site and a variety of events, celebrations throughout the year
Travelling opportunities between our offices across the country.
Annual Ginesys walkathon & related sporting events
Quarterly Coffee with CEO and more!
Here’s our story; now tell us yours
“Ginesys One” is India’s best omni retail suite backed by Ginesys, the first integrated Retail specific ERP software for online retail, offline retail and distribution. It is the largest Indian company in the retail tech industry catering to both online and offline needs. 1200 + brands including (Manyavar, V-Mart, Skechers) are accelerating their businesses with Ginesys. With a team of 400+ employees, Ginesys One plans to revolutionize retail by being a single-stop cloud-based retail suite.
We have a pan India presence with offices in major cities including Gurgaon, Kolkata, Bangalore, Hyderabad, Mumbai, Coimbatore & Goa and are expanding rapidly. We love the challenges of retail and are busy solving them to create a great retail tech suite.
Ginesys core mission is to continue to build world-class internal service capabilities, in a bid to deliver outstanding external service value to customers. We are an ISO-certified and SOC compliant company having won myriad awards for our innovation and support. For further information, please visit our website http://ginesys.in
BGV will be conducted by a third-party agency, and any discrepancies or failure in the verification process will lead to immediate action on employment.
