Talent Acquisition Manager

Read this first

Most TA manager jobs are about keeping the machine running. This one is about building the machine. If you want a role where the process is already built and you just run it, this is not the one. If you want to build the operating system that brings the best engineering and GTM talent in the country to Hevo, and gives them the best hiring experience of their careers, keep reading.

Here is the honest picture. We hire strong people. Our product is trusted by companies like DoorDash, Shopify, and Postman. Our Glassdoor sits at a healthy 4.1, and our team is talented and hungry. The machine works. Now we get to make it exceptional.

That is the opportunity. Today a lot of what makes hiring work at Hevo runs on the strength of our people. The job is to build the system underneath them so the excellence compounds and scales with us. That means every candidate hears back faster than they expect. It means every brilliant person our CEO reaches out to on LinkedIn gets a clean, closed loop from the team. It means stakeholders get crisp written visibility, not just a good update on a call. And it means the whole team pitches Hevo the way our best people already do.

Nobody has yet owned turning TA into a well oiled machine, and that is exactly what makes this one of the most exciting building jobs in the company right now.

What you will actually own

What the first year looks like

• Month 1 to 2: You know every open role, every recruiter's strengths, and exactly where the funnel leaks. The candidate communication SLA is live and enforced. The CEO's LinkedIn candidates never fall through the cracks again.
• Month 3 to 6: The weekly written update is a habit stakeholders rely on. Time to close is trending down on priority roles. The team's training path is built and running.
• Month 6 to 12: TA runs like a system, not a scramble. The process is documented, the team sells Hevo with confidence, and our candidate experience is something people mention in interviews at other companies.

Who you are

• 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.

Who this is not for

• If you need a fully built process handed to you, you will find this messy. The mess is the opportunity, but you have to want it.
• If you avoid hard conversations with hiring managers or with your own team, the accountability part of this role will wear you down.
• If you would rather report progress on a call than write it down, we are not going to fit.

Why Hevo