Job Description
raise the bar on how hiring is done. Here’s what sets them apart:
Problem Solving: They dig into why a funnel isn't converting, why a good candidate said no, or why a stage is slowing down - and then try out practical, context-aware fixes. B-players escalate issues or adapt superficially without testing solutions.
Ownership: A-players take full responsibility for the roles they’re managing. They ensure progress even without constant follow-ups and close loops quickly. B-players tend to wait for nudges or fall behind in communication.
Candidate Experience: A-players treat every candidate with care, ensuring timely, respectful, and helpful interactions. B-players can be transactional or inattentive in their communication, harming brand perception.
Stakeholder Collaboration: A-players understand hiring managers’ needs deeply and proactively align with them. They come prepared with options, data, and perspectives. B-players treat hiring manager meetings as one-way status updates.
Process Thinking: A-players notice inefficiencies (in scheduling, tracking, scorecards) and act on them. They bring in tools (including AI where helpful) and build smarter systems. B-players default to what’s already there, even when it’s broken.
Speed + Quality Balance: A-players reduce time-to-hire by spotting shortcuts that don’t compromise quality. They’re decisive and adaptive. B-players either rush and lower standards, or go slow while seeking perfection.
Adaptability: A-players handle a range of roles and situations with flexibility and composure. They’re comfortable shifting gears, juggling priorities, and working with ambiguity. B-players struggle with context-switching and require too much structure.
Must-Haves:
0 - 2 years of hands-on experience in end-to-end recruitment, preferably in a fast-growing startup environment or at a recruitment consultancy
Strong communication skills (verbal and written), attention to detail, bias for action, and solid project management abilities
Structured, self-driven, and curious - with a natural inclination toward improving systems and processes rather than just executing them
Good-to-Haves:
Prior experience in hiring for a mix of tech and non-tech roles
Familiarity with AI/automation tools to streamline parts of the recruitment process - such as sourcing, screening, or scheduling
Recruitment Process:
As a small team, we must get to know each other before taking the leap. We want to ensure you succeed in your role within our team. Each conversation with us will last about 30-60 minutes, and will be a mix of online and in-person interactions.
Conversation 1: This will be a virtual call with the HR team to understand your profile briefly and share the details of the selection process to set expectations about what you’re signing up for
Technical Exercise: This is a specific assessment designed to evaluate your fit for this role
Conversation 2: This will be a detailed assessment review conversation with the Operations team to go over your submission for the technical exercise.
Conversation 3: This will be a conversation where you can expect to be further evaluated on the competencies needed for the job (mentioned above).
Conversation 4: A conversation with our CEO to ensure that there is a fit with the Kraftshala Kode (read below about it).
Extending an offer: If all goes well, we will extend an offer that will mention the relevant details.
Location
Delhi
Problem Solving: They dig into why a funnel isn't converting, why a good candidate said no, or why a stage is slowing down - and then try out practical, context-aware fixes. B-players escalate issues or adapt superficially without testing solutions.
Ownership: A-players take full responsibility for the roles they’re managing. They ensure progress even without constant follow-ups and close loops quickly. B-players tend to wait for nudges or fall behind in communication.
Candidate Experience: A-players treat every candidate with care, ensuring timely, respectful, and helpful interactions. B-players can be transactional or inattentive in their communication, harming brand perception.
Stakeholder Collaboration: A-players understand hiring managers’ needs deeply and proactively align with them. They come prepared with options, data, and perspectives. B-players treat hiring manager meetings as one-way status updates.
Process Thinking: A-players notice inefficiencies (in scheduling, tracking, scorecards) and act on them. They bring in tools (including AI where helpful) and build smarter systems. B-players default to what’s already there, even when it’s broken.
Speed + Quality Balance: A-players reduce time-to-hire by spotting shortcuts that don’t compromise quality. They’re decisive and adaptive. B-players either rush and lower standards, or go slow while seeking perfection.
Adaptability: A-players handle a range of roles and situations with flexibility and composure. They’re comfortable shifting gears, juggling priorities, and working with ambiguity. B-players struggle with context-switching and require too much structure.
Must-Haves:
0 - 2 years of hands-on experience in end-to-end recruitment, preferably in a fast-growing startup environment or at a recruitment consultancy
Strong communication skills (verbal and written), attention to detail, bias for action, and solid project management abilities
Structured, self-driven, and curious - with a natural inclination toward improving systems and processes rather than just executing them
Good-to-Haves:
Prior experience in hiring for a mix of tech and non-tech roles
Familiarity with AI/automation tools to streamline parts of the recruitment process - such as sourcing, screening, or scheduling
Recruitment Process:
As a small team, we must get to know each other before taking the leap. We want to ensure you succeed in your role within our team. Each conversation with us will last about 30-60 minutes, and will be a mix of online and in-person interactions.
Conversation 1: This will be a virtual call with the HR team to understand your profile briefly and share the details of the selection process to set expectations about what you’re signing up for
Technical Exercise: This is a specific assessment designed to evaluate your fit for this role
Conversation 2: This will be a detailed assessment review conversation with the Operations team to go over your submission for the technical exercise.
Conversation 3: This will be a conversation where you can expect to be further evaluated on the competencies needed for the job (mentioned above).
Conversation 4: A conversation with our CEO to ensure that there is a fit with the Kraftshala Kode (read below about it).
Extending an offer: If all goes well, we will extend an offer that will mention the relevant details.
Location
Delhi
💡 Quick Summary
Seeking a career-building opportunity? The Talent Acquisition Associate position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in New Delhi offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
