Weekday AI

Proactive software engineer recruitment via referrals

Talent Acquisition Manager

Generalist RecruitingConfirmed live in the last 24 hours

Full-timeRemote in India₹1.5M - ₹1.8MRemote

About the Job

Requirements

Seven to twelve years of experience in Talent Acquisition, including at least three years in a leadership role.
Experience scaling hiring in high-growth product or technology organizations.
Strong understanding of technical hiring across AI/ML, robotics, engineering, cybersecurity, and product.
Proven ability to build recruitment processes, frameworks, and Talent Acquisition teams.
Strong stakeholder management and communication skills.
Ability to operate in fast-paced, ambiguous, high-accountability environments.
Experience with hiring dashboards, applicant tracking systems, and recruitment analytics.
Strategic sourcing and strategic hiring skills.
Hiring and recruiter experience are desirable rather than required.

Responsibilities

Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
Act as a strategic talent partner to founders, C-suite executives, business leaders, and hiring managers.
Lead hiring across autonomous systems, robotics, AI/ML, embedded engineering, cybersecurity, cloud, data, product, engineering, sales, pre-sales, business development, marketing, customer success, finance, human resources, operations, and leadership roles across functions.
Create structured recruitment frameworks, interview loops, service-level agreements, hiring dashboards, and documentation systems.
Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
Implement predictable hiring mechanisms that scale with organizational growth.
Partner with business teams to understand future capability needs.
Build proactive talent pipelines for niche, critical, and high-impact roles.
Conduct quarterly workforce planning and hiring capacity analysis.
Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
Build talent intelligence reports for leadership decision-making.
Identify and resolve bottlenecks in sourcing channels, interview readiness, panel bandwidth, decision cycles, compensation alignment, offer conversions, notice periods, internal processes, and documentation.
Hire, mentor, and lead a high-performing Talent Acquisition team; define ownership, specialization, key performance indicators, and execution culture; and drive accountability, speed, and quality across the hiring lifecycle.
Use hiring data to improve time-to-hire, quality-of-hire, offer-to-join ratio, source effectiveness, cost-of-hire, hiring manager experience, process predictability, and service-level agreement adherence.
Personally execute critical steps of the hiring process, including candidate screening and offer creation.

Desired Qualifications

Hiring and recruiter experience are listed as good-to-have skills.

Talent Acquisition Manager

Weekday AI · India (Remote) · Full-time · Posted 2026-09-28

Salary: INR 1,500,000–1,800,000

Workplace: remote

Department: Weekday's Client via platform

Description

This role is for one of Weekday’s clients
Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA)

Min Experience: 10+ years
Location: Remote (India)
JobType: full-time

We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.

This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”

Requirements

Key Responsibilities

A. Talent Acquisition Strategy & Leadership

Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.

B. Technology + Business Hiring

Lead hiring across specialized and diverse roles including:

Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
Leadership roles across functions

C. Build Scalable Hiring Processes

Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
Implement predictable hiring mechanisms that scale with organizational growth.

D. Workforce & Talent Planning

Partner with business teams to understand future capability needs.
Build proactive talent pipelines for niche, critical, and high-impact roles.
Conduct quarterly workforce planning and hiring capacity analysis.

E. Talent Intelligence & Market Mapping

Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
Build talent intelligence reports for leadership decision-making.

F. Solve Hiring Bottlenecks

Identify and resolve bottlenecks across:

Sourcing channels
Interview readiness
Panel bandwidth
Decision cycles
Compensation alignment
Offer conversions
Notice periods
Internal processes and documentation gaps

G. Build & Lead TA Teams

Hire, mentor, and lead a high-performing Talent Acquisition team.
Define ownership, specialization, KPIs, and execution culture.
Drive accountability, speed, and quality across the hiring lifecycle.

H. Data-Driven Recruitment

Use hiring data to improve:

Time-to-Hire
Quality-of-Hire
Offer-to-Join Ratio
Source Effectiveness
Cost-of-Hire
Hiring Manager Experience
Process predictability and SLA adherence

3. Required Skills & Experience

7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
Experience scaling hiring in high-growth product/technology organizations.
Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
Proven ability to build recruitment processes, frameworks, and TA teams.
Strong stakeholder management and communication skills.
Ability to operate in fast-paced, ambiguous, high-accountability environments.
Experience with hiring dashboards, ATS systems, and recruitment analytics.

4. Competencies

Strategic Thinking
Execution Excellence
Stakeholder Management
Problem Solving & Decision Making
Talent Intelligence
Process Design & Optimization
Leadership & Team Building
Data-Driven Mindset
High Ownership & Accountability

5. What Success Looks Like

Predictable, scalable hiring processes
Reduced Time-to-Hire and improved Quality-of-Hire
Strong talent pipelines for critical roles
High hiring manager satisfaction
Clear documentation, SLAs, and audit-ready processes
A high-performing TA team with strong execution culture
TA functioning as a business partner, not a support function

Must-have skills

Strategic Sourcing, Strategic Hiring

Good-to-have skills

Hiring, Recruiter

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About the Company

Weekday AI

Proactive software engineer recruitment via referrals

Weekday.works helps companies hire software engineers through proactive outreach and peer-recommended candidates. Its platform automates tracking, pipeline management, and provides weekly updates, while it actively identifies engineers via peer networks, reaches out, shortlists, checks references, and schedules interviews. Differentiators include peer-backed vetting instead of traditional job boards, proactive outreach, and a passive-income reference feature that monetizes referrals. The goal is to reduce the time and effort of hiring by connecting companies with pre-vetted engineers who are open to new opportunities through a network-driven approach.

Company size: 201-500
Company stage: Seed
Total funding: $2.3M
Headquarters: Bengaluru, India
Founded: 2021

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