Talent Acquisition Specialist – Digital Marketing Agency
Company: Fx Retina
Employment Type: Full-time
Location: Remote anywhere in India or in-office at Indira Nagar, Lucknow
Experience: Minimum 2 years in Talent Acquisition; 3+ years preferred
Industry Experience: Digital marketing, performance marketing, advertising, media, creative agency or a similar service-based business
About Fx Retina
Fx Retina is a growing performance marketing agency building teams across paid advertising, creative strategy, account management, design and technology.
We are looking for a proven Talent Acquisition Specialist who can independently build our remote and in-office teams. This person will own sourcing, candidate pipelines, first-round screening and hiring operations.
This is not a generalist HR or administrative role. Approximately 70% of the position is focused on proactive talent sourcing and pipeline development.
Role Objective
Your primary objective will be to consistently identify, engage and convert strong candidates for Fx Retina—even before a position becomes urgent.
You will work closely with the founder, but you must be capable of establishing the recruitment process, recommending the right systems and independently driving hiring execution. We need someone who brings solutions and guidance rather than waiting for step-by-step instructions.
Key Responsibilities1. Talent Sourcing and Pipeline Ownership — 70%
This is the core responsibility of the position.
- Complete approximately 40–60 relevant outbound sourcing touches every working day through LinkedIn, Naukri and other suitable channels.
- Continue building candidate pipelines even when there is no immediate open position.
- Use Boolean searches, competitor mapping, passive-candidate outreach and talent-market research to identify relevant professionals.
- Build and maintain a structured talent tracker containing every candidate screened.
- Record each candidate’s role, skills, current CTC, expected CTC, notice period, location, work preference, interview status and reason for selection or rejection.
- Map relevant employees working at competitor and adjacent agencies.
- Identify candidates who have spent approximately 18 months or longer in their current organisation and may be open to changing roles.
- Conduct structured 30-minute first-round screening calls.
- Evaluate candidates for skills, agency experience, communication, stability, compensation, notice period and suitability for remote work.
- Present only the strongest final three candidates to the founder or hiring manager.
- Build backup pipelines for important roles so hiring does not restart from zero whenever a vacancy arises.
- Track sourcing activity, response rates, interview conversion, offer acceptance and successful joining.
2. Hiring Operations — 20%
- Convert role requirements into clear job descriptions and candidate scorecards.
- Publish vacancies on suitable hiring platforms.
- Coordinate interviews between candidates, the founder and relevant team members.
- Collect interview feedback and ensure decisions are recorded promptly.
- Manage compensation discussions and offer negotiations within approved limits.
- Prepare and roll out offer letters and other hiring documentation.
- Follow up with selected candidates during their notice period to reduce offer dropouts.
- Coordinate pre-joining documentation and reference checks where required.
- Prepare the employee’s day-one onboarding kit and joining checklist.
- Recommend and help implement an ATS, HRMS or practical talent-tracking system as the team grows.
3. Remote-Team Building, Retention and People Support — 10%
- Help Fx Retina establish a reliable process for building and managing distributed teams.
- Recommend systems for attendance, availability, daily reporting, productivity, communication and performance tracking.
- Create structured remote-employee onboarding and probation processes.
- Help define reporting expectations and communication routines for remote employees.
- Conduct initial joining and probation check-ins.
- Identify early warning signs related to disengagement, performance or attrition.
- Maintain backup talent pipelines for business-critical positions.
- Recommend when additional junior HR or recruitment support should be added.
Mandatory Experience and Skills
- Minimum two years of direct Talent Acquisition or recruitment experience.
- Recent experience working within a digital marketing, performance marketing, advertising, creative, media, growth or comparable service-based organisation.
- Proven experience owning sourcing and recruitment pipelines—not only coordinating interviews.
- Experience recruiting marketing, advertising, creative, account management, technology or other knowledge-based roles.
- Experience building remote or distributed teams and establishing processes to manage them.
- Strong hands-on knowledge of LinkedIn, Naukri, Boolean search and outbound candidate sourcing.
- Ability to independently screen candidates and evaluate their practical suitability.
- Experience collecting CTC, expected compensation, notice period and joining information.
- Experience with offer negotiation, documentation and onboarding.
- Strong written and verbal communication.
- Ability to manage several positions simultaneously without losing tracker accuracy or candidate follow-ups.
- Ability to advise the founder and independently improve the recruitment process.
Preferred Experience
- Three or more years of recruitment experience.
- Experience hiring Google Ads specialists, Meta Ads specialists, performance marketers, creative strategists, copywriters, designers, developers or account managers.
- Experience building a remote team from the ground up.
- Familiarity with ATS, HRMS and recruitment reporting systems.
- Experience supporting early retention, probation and performance-tracking processes.
- A strong professional network within digital marketing and advertising agencies.
This Role Is Not Suitable For
- HR generalists whose experience is primarily in payroll, compliance, employee engagement or administration.
- Candidates whose recruitment experience is limited to interview scheduling.
- Recruiters focused only on unrelated mass or blue-collar hiring.
- Freelance recruiters, consultants, staffing vendors or recruitment agency owners.
- Candidates without meaningful experience hiring for an agency or similar service-based business.
- Candidates without experience building or supporting remote teams.
- Freshers, trainees or candidates with less than two years of credible recruitment experience.
Performance Expectations
Success in this position will be measured through:
- Consistent completion of quality outbound sourcing activity.
- Number and relevance of qualified candidates entering the pipeline.
- Speed at which the first strong shortlist is created for each role.
- Quality of the final three candidates presented.
- Interview-to-offer and offer-to-joining conversion.
- Offer acceptance and candidate dropout rates.
- Accuracy and completeness of the talent tracker.
- Availability of backup candidates for critical positions.
- Performance and early retention of new employees.
- Effectiveness of the remote-team hiring and management processes introduced.
Compensation
Competitive compensation based on relevant experience, agency exposure and demonstrated hiring results. Higher compensation will be considered for candidates with a strong, verifiable track record of independently building agency or remote teams.
How to Apply
Send your latest resume on WhatsApp to +91 7007781076.
Please include:
- Total Talent Acquisition experience
- Agencies or service businesses where you have worked
- Examples of digital marketing, creative or technology roles you have hired
- Experience building remote teams
- Current CTC, expected CTC and notice period
Pay: ₹45,000.00 - ₹55,000.00 per month
Application Question(s):
- Do you experience working with digital marketing agency or similar business?
Education:
Experience:
- Talent acquisition: 3 years (Required)
Work Location: Remote
