Head of Talent Acquisition

We're hiring a Head of Talent Acquisition to own how Pibit hires, strategy, systems, and execution. This isn't a required closing role. You'll be accountable for the hiring engine itself: how we plan headcount, how we evaluate people, how fast we move, and what candidates think of us afterwards. You'll work closely with the founders and function leaders, and you'll inherit a small recruiting function that needs building out, not babysitting. Hiring across two very different markets- deep-tech and AI engineering talent in India, and enterprise sales and CS talent in the US is the central challenge of the job.

The core responsibilities for the job include the following:

Talent strategy and workforce planning:

• Partner with founders and function leaders to define hiring roadmaps tied to business goals.
• Translate growth and revenue plans into concrete hiring plans with clear outcomes and costs.
• Own headcount forecasting alongside finance and end-to-end hiring leadership.
• Own the full hiring lifecycle across technical and non-technical roles in India and the US.
• Build structured evaluation frameworks that improve signal and reduce bias.
• Drive data-backed decisions on sourcing, conversion, and offers.

Sourcing:

• Build inbound and outbound pipelines for critical roles rather than relying on agencies.
• Use networks, referrals, events, and creative sourcing to reach people who aren't applying.
• Build a bench for roles we know are coming: candidate experience and employer brand.
• Design a candidate experience people talk about for the right reasons.
• Shape how Pibit shows up across the careers page, LinkedIn, AmbitionBox, and Glassdoor.
• Represent Pibit in leadership hiring conversations and external forums.

Process and systems:

• Build hiring processes, metrics, and dashboards that hold up at 2x the headcount.
• Improve speed, predictability, and quality of hire and be able to prove it.
• Evaluate and optimize the ATS and the wider recruiting stack.

Stakeholder management:

• Coach hiring managers on interviewing and assessment.
• Influence leadership on hiring decisions and trade-offs.
• Hold the line on quality benchmarks across teams.

We're hiring a Head of Talent Acquisition to own how Pibit hires, strategy, systems, and execution. This isn't a required closing role. You'll be accountable for the hiring engine itself: how we plan headcount, how we evaluate people, how fast we move, and what candidates think of us afterwards. You'll work closely with the founders and function leaders, and you'll inherit a small recruiting function that needs building out, not babysitting. Hiring across two very different markets, deep-tech and AI engineering talent in India, and enterprise sales and CS talent in the US is the central challenge of the job.

The core responsibilities for the job include the following:

Talent strategy and workforce planning:

• Partner with founders and function leaders to define hiring roadmaps tied to business goals.
• Translate growth and revenue plans into concrete hiring plans with clear outcomes and costs.
• Own headcount forecasting alongside Finance End-to-End hiring leadership.
• Own the full hiring lifecycle across technical and non-technical roles in India and the US.
• Build structured evaluation frameworks that improve signal and reduce bias.
• Drive data-backed decisions on sourcing, conversion, and offers.

Sourcing:

• Build inbound and outbound pipelines for critical roles rather than relying on agencies.
• Use networks, referrals, events, and creative sourcing to reach people who aren't applying.
• Build a bench for roles we know are coming: candidate experience and employer brand.
• Design a candidate experience people talk about for the right reasons.
• Shape how Pibit shows up across the careers page, LinkedIn, AmbitionBox, and Glassdoor.
• Represent Pibit in leadership hiring conversations and external forums.

Process and systems:

• Build hiring processes, metrics, and dashboards that hold up at 2x the headcount.
• Improve speed, predictability, and quality of hire and be able to prove it.
• Evaluate and optimize the ATS and the wider recruiting stack.

Stakeholder management:

• Coach hiring managers on interviewing and assessment.
• Influence leadership on hiring decisions and trade-offs.
• Hold the line on quality benchmarks across teams.

Requirements:

• 7+ years in recruiting, with real exposure to both tech and GTM hiring.
• Experience building or scaling hiring in a high-growth startup.
• Preferred B2B SaaS experience.
• Strong grasp of structured interviews, competency mapping, and calibration.
• Track record of closing senior and business critical roles.
• Comfortable working directly with founders and senior leadership.
• High ownership; comfortable in ambiguity and zero-to-one situations.
• Strong communication, negotiation, and stakeholder management.
• US hiring experience is a strong plus.
• 7+ years in recruiting, with real exposure to both tech and GTM hiring.
• Experience building or scaling hiring in a high-growth startup.
• Preferred B2B SaaS experience.
• Strong grasp of structured interviews, competency mapping, and calibration.
• Track record of closing senior and business-critical roles.
• Comfortable working directly with founders and senior leadership.
• High ownership; comfortable in ambiguity and zero-to-one situations.
• Strong communication, negotiation, and stakeholder management.
• US hiring experience is a strong plus.