Associate - TA Operations & Analytics

Who are we ? Myntra is India’s leading fashion and lifestyle platform, where technology meets creativity. As pioneers in fashion e-commerce, we’ve always believed in disrupting the ordinary. We thrive on a shared passion for fashion, a drive to innovate to lead, and an environment that empowers each one of us to pave our own way. We’re bold in our thinking, agile in our execution, and collaborative in spirit. Here, we create MAGIC by inspiring vibrant and joyous self-expression and expanding fashion possibilities for India, while staying true to what we believe in. We believe in taking bold bets and changing the fashion landscape of India. We are a company that is constantly evolving into newer and better forms and we look for people who are ready to evolve with us. From our humble beginnings as a customization company in 2007 to being technology and fashion pioneers today, Myntra is going places and we want you to take part in this journey with us. Working at Myntra is challenging but fun - we are a young and dynamic team, firm believers in meritocracy, believe in equal opportunity, encourage intellectual curiosity and empower our teams with the right tools, space, and opportunities.

About the Role Myntra's TA team hires technology, product, data, and business functions. We are building for the next phase — and that requires our recruitment operations to be as intelligent and system-driven as the products we build. This role is not an analytics support function. You will architect and own the data backbone of TA at Myntra: real- time dashboards that business leaders use, automation that eliminates manual coordination, and a recruitment system that runs on structured data — not spreadsheets and memory.

What You Will Do 1. Dashboard & Reporting Infrastructure • Own the design and delivery of a real-time TA command dashboard covering pipeline health, hiring velocity, source effectiveness, offer-to-join conversion, and cost-per-hire — updated automatically from the ATS, not manually refreshed. • Build role-level and BU-level hiring scorecards for CHROs, business heads, and TA leadership — structured for weekly ops reviews and quarterly planning cycles. • Define a single source of truth for all TA metrics: standardize field definitions, eliminate duplicate tracking, and enforce data entry discipline across the function. • Develop trend and forecasting reports — capacity planning vs. demand, backlog aging, recruiter productivity, and funnel conversion benchmarks — to make hiring plans reviewable and defensible. 2. Recruitment Process Automation • Identify and eliminate manual steps in the recruitment lifecycle — interview scheduling, offer letter generation, JD publishing, status communication — through workflow automation built on top of existing ATS and HRMS capabilities. • Design automated recruiter nudge systems for SLA breaches: aging JDs, pending feedback, stalled offers, and overdue background checks. • Build structured intake workflows that convert hiring manager requests into standardized job briefs — eliminating unstructured back-and-forth at the start of every search. • Integrate ATS data with downstream HR systems (HRMS, onboarding, L&D) to remove manual handoff steps at offer acceptance and joining. 3. System Governance & Data Quality • Own ATS health: audit data completeness, enforce required fields, manage stage definitions, and ensure pipeline stages accurately reflect actual process. • Define data governance standards for the TA function — what is tracked, how it is tagged, and what constitutes a valid closure — so reports are trustworthy at source, not corrected downstream. • Partner with the ATS vendor and People Tech teams on system enhancements, new module rollouts, and integration requirements. • Build and maintain a TA data dictionary: standardized definitions for all metrics used in reporting — time- to-fill, time-to-offer, offer decline rate, etc. ensure consistent application across recruiters. 4. Recruitment Lifecycle Operations • Own the operational backbone of TA: pre-joining engagement workflows, document collection, background verification co-ordination, and day-one readiness tracking — all tracked through dashboards, not spreadsheets. • Maintain a structured vendor management tracker: onboarding status, SLA adherence, invoice milestones, and quality scores for all hiring partners. • Run structured post-hire audits — offer-to-join drop analysis, source quality reviews, and early attrition tagging — and feed findings back into sourcing and JD decisions. 5. Workforce Analytics & Insights • Translate hiring data into business insights: which roles are hardest to fill, which sources deliver the best long-term retention, which interview processes have the highest drop-off. • Build periodic TA performance reviews — monthly operational snapshots and quarterly strategic reviews — with a clear narrative, not just data tables. • Support workforce planning cycles with structured data inputs: demand forecasting, headcount realisation rates, and pipeline coverage by function. What We Are Looking For Non-negotiables • 3–6 years in TA operations, HR analytics, or recruitment intelligence — with direct ownership of dashboards and reporting, not just contribution to them. • Proficiency in at least one BI tool: Tableau, Power BI, Looker, or equivalent. Ability to build a dashboard from scratch, not just edit an existing one. • Strong working knowledge of ATS platforms — Workday Recruiting, Greenhouse, iCIMS, Lever, or similar — including understanding of data structure and field-level configuration. • Comfortable with data manipulation in SQL or Python at a functional level — enough to pull, clean, and shape data without depending on an engineering team for every query. • Demonstrated ability to translate a business question into a metric, and a metric into a dashboard that a non-analyst can use. Strong Differentiators • Experience building automated workflows within an ATS or HRMS — not just process maps, but deployed automations. • Prior ownership of TA data governance: defining field standards, audit processes, and data quality SLAs. • Exposure to workforce planning or headcount forecasting in a fast-scaling tech or e-commerce environment. • Experience integrating ATS data with downstream systems — HRMS, onboarding platforms, payroll. Tools & Environment You will work with the following ecosystem. Familiarity with some, and a clear ability to learn others, is expected: ATS / HRMS Workday, Greenhouse, or equivalent enterprise ATS BI & Dashboards Tableau, Power BI, Looker, or Google Looker Studio Data & Scripting SQL (required), Python / Excel (functional level) Automation Zapier, ATS workflow builder, or no-code automation tools Collaboration Slack, Google Workspace, Confluence or equivalent HR Systems HRMS onboarding modules, BGV platforms (e.g. AuthBridge, SpringVerify) Why This Role at Myntra • You will be building infrastructure, not maintaining it — the TA data stack is being redesigned, and this role leads to that work. • Direct visibility with TA and People leadership: your dashboards and reports will be used in business reviews, not archived. • Myntra operates at a scale that most TA analytics roles in India do not — millions of users, thousands of hires, dozens of business lines. • The role has a genuine mandate for automation and system-driven process improvement, with access to engineering and People Tech support.