Talent Acquisition Lead

As the Talent Acquisition and HR leader at Zenskar, you will be a strategic leader responsible for shaping how we find, attract, assess, hire, and support talent across functions, levels, and regions. You will lead and scale the TA and HR function, building structure, accountability, and strong hiring partnerships as we grow across India and the US. This role combines hands-on executive hiring with the founders, function-level leadership, process excellence, and people operations ownership.

Responsibilities:

• Own hiring across India end-to-end.
• Build and scale US hiring capability.
• Lead and develop a TA and HR team of 3 FTE.
• Partner closely with founders to transition from founder-led to structured, manager-led hiring.
• This is a high-impact role. You're not just closing roles; you're building the talent engine that powers the company's next stage of growth.

Talent Acquisition (~80%)

• Sourcing and pipeline: building and running a sourcing strategy for open roles, keeping pipelines full enough that hiring managers are never waiting on you.
• Co-founder and hiring manager partnership: sharpening JDs, running intake calls, and holding HMs accountable for fast, clear feedback on candidates.
• Candidate experience: running a screening and interview process that moves fast and treats candidates well, from first outreach to offer.
• Agency and vendor coordination: managing external recruiting agencies where they're used (e. g., US hiring), keeping them accountable to quality and turnaround.
• Reporting and process: tracking pipeline health, time-to-fill, and source effectiveness; flagging bottlenecks before they become escalations.
• Onboarding handoff: working with the Ops/Admin teammate so new hires land well, not just get a laptop and a Slack invite.

HR mentoring and support (~20%):

• Mentoring the HR team: being a sounding board for the HR team on judgment calls, escalations, and how to handle things they haven't seen before.
• Helping figure out and guide HR, not run it day-to-day: working alongside the HR team on performance frameworks, policy, and process design, without owning execution of any of it.
• Connecting TA and HR: making sure what you're seeing in the market and in hiring (comp benchmarks, candidate expectations, attrition signals) actually informs how HR builds its frameworks.