This role is for one of Weekday’s clients Salary range: Rs 1500000 - Rs 1800000 (ie INR 15 - 18 LPA) Min Experience: 10+ years Location: Remote (India) JobType: full-time We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions. This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.” Requirements Key Responsibilities A. Talent Acquisition Strategy & Leadership • Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning. • Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms. • Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers. B. Technology + Business Hiring Lead hiring across specialized and diverse roles including: • Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering • Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations • Leadership roles across functions C. Build Scalable Hiring Processes • Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems. • Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes. • Implement predictable hiring mechanisms that scale with organizational growth. D. Workforce & Talent Planning • Partner with business teams to understand future capability needs. • Build proactive talent pipelines for niche, critical, and high-impact roles. • Conduct quarterly workforce planning and hiring capacity analysis. E. Talent Intelligence & Market Mapping • Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies. • Build talent intelligence reports for leadership decision-making. F. Solve Hiring Bottlenecks Identify and resolve bottlenecks across: • Sourcing channels • Interview readiness • Panel bandwidth • Decision cycles • Compensation alignment • Offer conversions • Notice periods • Internal processes and documentation gaps G. Build & Lead TA Teams • Hire, mentor, and lead a high-performing Talent Acquisition team. • Define ownership, specialization, KPIs, and execution culture. • Drive accountability, speed, and quality across the hiring lifecycle. H. Data-Driven Recruitment Use hiring data to improve: • Time-to-Hire • Quality-of-Hire • Offer-to-Join Ratio • Source Effectiveness • Cost-of-Hire • Hiring Manager Experience • Process predictability and SLA adherence 3. Required Skills & Experience • 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role. • Experience scaling hiring in high-growth product/technology organizations. • Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product). • Proven ability to build recruitment processes, frameworks, and TA teams. • Strong stakeholder management and communication skills. • Ability to operate in fast-paced, ambiguous, high-accountability environments. • Experience with hiring dashboards, ATS systems, and recruitment analytics. 4. Competencies • Strategic Thinking • Execution Excellence • Stakeholder Management • Problem Solving & Decision Making • Talent Intelligence • Process Design & Optimization • Leadership & Team Building • Data-Driven Mindset • High Ownership & Accountability 5. What Success Looks Like • Predictable, scalable hiring processes • Reduced Time-to-Hire and improved Quality-of-Hire • Strong talent pipelines for critical roles • High hiring manager satisfaction • Clear documentation, SLAs, and audit-ready processes • A high-performing TA team with strong execution culture • TA functioning as a business partner, not a support function Must-have skills Strategic Sourcing, Strategic Hiring Good-to-have skills Hiring, Recruiter