Talent Acquisition Manager

Talent Acquisition Manager at Hevo

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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, IcelandAir Postman. Our G2Crowd rating is 4.4 and 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

1. Own your team's roles and close them. Priorities shift week to week, so every recruiter always knows their top three and is filling those funnels with candidates good enough to convert. When a loop stalls, you unblock it before the candidate cools off. The measure is simple: are the right roles closing, and closing fast.

2. Coach the team to sell Hevo. Today one or two people can pitch Hevo in a way that makes a candidate lean in. Your job is to make that the whole team's default. You own the narrative, run the training, and coach recruiters until selling Hevo well is what everyone does, not one person. This is the single biggest lever on the quality of talent we close.

3. Build Hevo as an employer brand. Strong candidates size us up long before we reach them. You own how Hevo shows up: Glassdoor, our LinkedIn presence, and the collateral candidates actually see. The goal is that the best engineering and GTM talent in the country already sees Hevo as a place worth joining before the first call.

4. Run a candidate experience that never drops a loop. Great candidates are interviewing at four places, not one, and we win on respect as much as brand. A status update lands within a fixed window at every stage, nobody chases us, and every loop closes with a clear next step or an honest no, including the ones the CEO sources himself.

5. Give the business sharp, written visibility. We are good on a call and weak on paper. You fix that with one standard written update per function each week: pipeline, conversion, time to close, and roles at risk. Numbers, not vibes.

What the first year looks like

1. Month 1 to 2: You know every open role and your recruiter's strengths, and priority roles are moving. The candidate communication SLA is live, and the CEO's LinkedIn candidates never fall through the cracks again.
2. Month 3 to 6: The team is visibly better at selling Hevo. Time to close is trending down on priority roles, and the weekly written update is a habit stakeholders rely on.
3. Month 6 to 12: TA runs like a system. The whole team sells Hevo with confidence, our employer brand pulls candidates in before we even reach out, and our candidate experience is something people mention in interviews elsewhere.

Who you are

1. You have 7 to 11 years in recruiting, with at least 2 to 3 spent managing recruiters or owning a hiring vertical end to end.
2. You have hired across both engineering and GTM. Not one or the other. SDE roles and AE, SDR, SE roles are both familiar territory.
3. You have built or genuinely upgraded a hiring process before, not just executed someone else's playbook.
4. You come from a place with a high hiring bar, ideally a high growth B2B SaaS or product company.
5. You write clearly and you enjoy it. Given where the team is today, this one is non-negotiable.
6. You know the India talent market and the tools we live in: LinkedIn, Instahyre, IIMJobs.

Who this is not for

1. 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.
2. If you avoid hard conversations with hiring managers or with your own team, the accountability part of this role will wear you down.
3. If you would rather report progress on a call than write it down, we are not going to fit.

Why Hevo

We are building a category-defining data product from India, for the world. Backed by Sequoia, Chiratae, and Qualgro, with over 2,000 customers across 40+ countries and hyper-growth ahead. The talent you bring in over the next two years is the talent that builds that future. Very few roles tie hiring this directly to the outcome of the company. This is one of them.

If this sounds like the job you have been waiting to build, we should talk.