Talent Acquisition & Strategy - Founder's Staff

To invent a product, you need to invent the team. New tech needs new skills. And new skills cannot be found from traditional talent pool built for old roles. Old roles are optimized for execution than to condition minds for new perspectives. Therefore, the one who designs Talent Acquisition is ‘no less of an Inventor’

Link to Detailed JD - https://drive.google.com/file/d/1RWNlnjmuUOIUJ0UdO8y4DK5FdLsnK2rl/view?usp=sharing

Your primary contribution will be towards…

• Role Invention – Finding talent that invests is the core of this role. We need resources that provide us the skill combination and play that role. Except that the Market – be it academia or Industry - trains and builds talent for demand. Demand comes from established orgs that have transitioned out of their Startup phase. So where do we find talent that invests?

• Resource/Talent Discovery - As Industry dictates the Skills and determines the market, we need to understand the industry and the organizations that constitute industry. Identifying relevant sources as well as channels of recruitment for roles in both tech as well as non – tech is a key responsibility.

• Building Talent Pipeline - Grooming begins at Hiring. For a high-tech start-up, grooming talent is an unaffordable expensive experiment. The only option for a startup like us is to lean back to the industry to build the talent for us. How then do we make society/industry build them for us? How do we leverage the social capital to build a talent pipeline for us?

• Branding - The expectation of opportunity is constantly influenced by various biases - Trend Bias (Media influenced) to Domain/Industry Bias to Cultural, Experience Bias etc. Hence, the way of perceiving an opportunity might be different from one stratum to another. One size fit all approach to Corporate as well as Talent branding wouldn’t work. You will be actively involved in engineering the perception of candidate’s Journey at every single stage.

• Augmenting the founders - Assist in strategizing the acquisition plan for every role, doing the market research and discovering the talent as per the need.
• Campus recruitment Behavioral pattern of employees pre-hiring and post-hiring Designing the evaluation journey