Talent Acquisition & Operations Specialist

Fully remote work from anywhere in India.Full-TimeMiddle

Salary not disclosed

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Job Details

Languages: Excellent written and spoken English
Experience: 3–5 years of hands-on, full-cycle talent acquisition experience.
Required Skills: Stakeholder management

Have 3–5 years of hands-on, full-cycle talent acquisition experience.
Have experience hiring for startups or high-growth companies, ideally as a solo or small-team recruiter.
Bring a track record of hiring for fintech roles.
Have experience hiring for marketing and affiliate businesses, including performance marketing and affiliate or partnership roles.
Have hands-on hiring experience across APAC and the Middle East, with an understanding of regional talent markets and compensation.
Bring practical HR or people operations experience, including onboarding, documentation, HRIS, and payroll coordination.
Demonstrate strong sourcing skills, especially headhunting passive candidates.
Be highly organized and detail-oriented, and comfortable managing hiring and administrative work in parallel.
Be comfortable working independently and remotely, with strong ownership and prioritization.
Have excellent written and spoken English and confidence managing stakeholders with senior leaders.
Have working knowledge of at least one ATS, one HRIS, and LinkedIn Recruiter.

Manage full-cycle recruitment, from hiring-manager intake and sourcing through screening, interview coordination, offers, and onboarding handover.
Recruit across APAC and the Middle East, adapting to regional talent markets, compensation norms, notice periods, and work permit considerations.
Source passive candidates through LinkedIn Recruiter, referrals, communities, job boards, and targeted headhunting.
Build talent pipelines and establish hiring processes, including job descriptions, interview structures, scorecards, and an ATS.
Advise hiring managers on talent availability, salary benchmarks, and realistic hiring timelines.
Track and report hiring metrics, including time-to-hire, source effectiveness, and offer acceptance rate.
Run onboarding and offboarding, including offer letters, contracts, documentation, equipment and access, and first-week plans.
Maintain employee records in the HRIS and coordinate payroll inputs and employee changes with finance and EOR or payroll partners.
Draft and update HR policies and the employee handbook, and handle day-to-day employee queries.
Manage HR and recruitment vendors, tools, and subscriptions, and identify opportunities to automate repetitive administration.

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