The role
Own hiring end to end for Dezy, and support the wider employee lifecycle alongside it. ~70% Talent Acquisition · ~30% HR Operations & Employee Engagement
Talent Acquisition (~70%)
Own end-to-end recruitment across clinical (General Dentists, Implantologists, Orthodontists, Endodontists, Prosthodontists, Oral Surgeons), clinic support (Dental Assistants, Front Office, Clinic Coordinators) and corporate roles (Sales, Growth, Operations, Marketing, Finance, Supply Chain).
Run the full cycle — intake with the hiring manager, sourcing, screening, scheduling, feedback, salary negotiation, offer and closure.
Build pipelines ahead of new clinic launches, so hiring stays proactive rather than reactive.
Source across job portals, dental colleges and associations, referrals, social platforms and consultants.
Drive bulk hiring drives for clinic launches and assistant-level roles.
Negotiate compensation confidently and close candidates within budget bands.
Stay engaged from offer to joining to minimise drop-offs.
Maintain hiring trackers and MIS, and publish weekly status to stakeholders.
Deliver against time to hire — this is the headline metric for the role, alongside offer-to-join ratio and quality of hire.
HR Operations & Employee Engagement (~30%)
Manage the employee lifecycle: onboarding and documentation, induction, confirmation, attendance and leave, HRMS hygiene, and exit formalities.
Ensure new joiners across clinics and corporate are set up before day one.
Provide accurate, on-time attendance and payroll inputs — LOP, working days, joiner and leaver data.
Run exits cleanly: resignation processing, clearance, asset recovery coordination and exit interviews.
Drive engagement through clinic connects, recognition, celebrations and feedback initiatives.
Be the first point of contact for employee queries.
What we're looking for
1–3 years of experience in end-to-end recruitment with clear ownership of closures.
Prior HR experience in the healthcare industry, or in high-volume hiring — this is essential for the role, as clinical hiring starts from week one.
Ability to hire at volume and at speed without dropping quality.
Strong communication skills — you'll be speaking to doctors, specialists and senior leaders.
Confident salary negotiation skills; comfortable handling counter-offers.
Comfortable with trackers, hiring MIS and reporting numbers you can defend.
Working knowledge of HR operations — onboarding, attendance, documentation, exits.
Graduate / Postgraduate, preferably MBA-HR or equivalent.
Good to have: experience hiring clinical professionals; exposure to multi-city or expansion hiring; hands-on with an ATS or HRMS.
