Talent Acquisition Manager

About this role

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Skills you'll use

What you'll do

• 1. Closing the roles that matter, on time, every week. You own the outcome, not the activity. Priorities shift week to week, so every recruiter always knows their top three and is filling those funnels with candidates good enough to convert. When a loop stalls, you unblock it before the candidate cools off. The measure is simple: are the right roles closing, and closing fast.
• 2. Making our hiring process the best one a candidate runs all year. Great candidates are interviewing at four places, not one, and we win on respect as much as brand. A status update lands within a fixed window at every stage, nobody chases us, and every loop closes with a clear next step or an honest no, including the ones the CEO sources himself. You will see it in our offer accept rate.
• 3. Giving the business sharp, written visibility into hiring. We are good on a call and weak on paper. You fix that with one standard written update per function each week: pipeline, conversion, time to close, and roles at risk. Leaders read it async and know exactly where things stand. Numbers, not vibes.
• 4. Building a team that sells Hevo and runs a clean process. You inherit a talented team that has never had a real training path, and you build one: how to tell the Hevo story, screen with judgment, and run a tight loop end to end. The goal is to lift the whole floor, so selling Hevo is something everyone does well, not one person.
• 5. Turning all of this into a repeatable system. None of this is a one-time cleanup. You codify it, sourcing to offer, into SOPs on the Hevo hiring framework, and own the employer branding fundamentals: Glassdoor, our LinkedIn presence, and the collateral candidates actually see.

Who can apply

• You have 8 to 11 years in recruiting, with at least 2 to 3 spent managing recruiters or owning a hiring vertical end to end.
• You have hired across both engineering and GTM. Not one or the other. SDE roles and AE, SDR, SE roles are both familiar territory.
• You have built or genuinely upgraded a hiring process before, not just executed someone else's playbook.
• You come from a place with a high hiring bar, ideally a high growth B2B SaaS or product company.
• You write clearly and you enjoy it. Given where the team is today, this one is non-negotiable.
• You know the India talent market and the tools we live in: LinkedIn, Instahyre, IIMJobs.

About Hevo Data

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