Job Description
About AiSensy
About AiSensy
AiSensy is a WhatsApp-based Marketing & Engagement platform helping leading brands such as Adani, Delhi Transport Corporation, Yakult, Godrej, Aditya Birla Hindalco, Wipro, Asian Paints, India Today Group, Skullcandy, Vivo, PhysicsWallah, and Cosco drive revenue through WhatsApp.
- Empowering 150,000+ businesses with WhatsApp engagement & marketing
- 800+ crore WhatsApp messages exchanged annually via the AiSensy platform
- Businesses drive 25–80% of their revenue using AiSensy
Role Summary
AiSensy is hiring a Head of Talent Acquisition to build and run a high-performance recruiting function. This leader will personally own critical leadership hiring (Growth/PLG, GTM, Product/Engineering leadership, and other strategic roles) while also managing a team of recruiters/sourcers, setting clear KPIs, and driving predictable outcomes on quality, speed, and candidate experience. This role will create the hiring operating system and ensure every recruiter performs against measurable metrics.
Key Responsibilities
1) Leadership Hiring Ownership (Founder-Priority Roles)
- Personally own end-to-end hiring for business-critical roles: Head of Self-Serve Growth/PLG, Performance Marketing Lead, Lifecycle/Retention Lead, RevOps, and other strategic roles identified by the Founder.
- Create role charters, competencies, interview scorecards, and case studies/work samples to maintain a high signal bar.
- Act as the Founder’s hiring leverage: bring only high-quality finalists to the final rounds.
2) TA Team Leadership & Performance Management (Core)
- Manage and coach a team of recruiters and sourcers (in-house + agency partners as needed).
- Define recruiter-wise weekly targets and KPIs, and run performance reviews (weekly cadence + monthly deep dives).
- Build training modules for: sourcing, screening, assessment quality, stakeholder management, and closing.
- Create role specialization within TA (e.g., GTM recruiter, Tech recruiter, Growth recruiter) as hiring volume scales.
3) Pipeline Generation & Sourcing Excellence
- Ensure strong pipeline via: outbound sourcing (LinkedIn), referrals, communities, and targeted company mapping.
- Build a predictable outbound motion: target lists, outreach scripts, sequencing, follow-up systems.
- Create and run a referral engine with internal stakeholders and founder/investor networks.
4) Hiring Process Design, Governance & Speed
- Implement structured, repeatable processes across roles:
- calibrated scorecards
- panel structures
- work-samples/case studies for key roles
- reference checks
- Run hiring governance: weekly hiring standup, pipeline reviews, interviewer calibration, decision SLAs.
- Improve conversion and reduce time-in-stage with disciplined scheduling and fast feedback loops.
5) Candidate Experience & Closing (Across the Org)
- Own candidate experience and communication standards across recruiters.
- Drive closing strategies: comp/ESOP narrative, competing offer management, joining-risk mitigation.
- Ensure pre-boarding rigor: documentation, check-ins, and joining assurance.
6) TA Ops, ATS Hygiene & Reporting
- Own ATS/CRM implementation and hygiene (stages, notes, reasons, scorecards, source tagging).
- Build dashboards for TA and leadership: pipeline health, recruiter productivity, funnel conversions, time-to-fill, offer acceptance, joining ratio.
- Define SOPs and playbooks for sourcing, screening, interview scheduling, evaluation, and offers.
Required Qualifications
- 7–12 years in recruiting/TA, with strong startup/high-growth experience
- Proven record of hiring across GTM + Product/Engineering
- Demonstrated ability to lead and scale a recruiting team with measurable performance systems
- Strong structured evaluation capability (competency-based hiring, scorecards, work samples)
- Excellent stakeholder management with founders and functional heads
- Strong closing ability (comp/ESOP narrative, competing offers, senior candidate management)
Preferred Qualifications
- Experience scaling hiring in B2B SaaS / SMB SaaS
- Led hiring during a scale phase (e.g., 100 → 300+ headcount)
About AiSensy
AiSensy is a WhatsApp-based Marketing & Engagement platform helping leading brands such as Adani, Delhi Transport Corporation, Yakult, Godrej, Aditya Birla Hindalco, Wipro, Asian Paints, India Today Group, Skullcandy, Vivo, PhysicsWallah, and Cosco drive revenue through WhatsApp.
- Empowering 150,000+ businesses with WhatsApp engagement & marketing
- 800+ crore WhatsApp messages exchanged annually via the AiSensy platform
- Businesses drive 25–80% of their revenue using AiSensy
Role Summary
AiSensy is hiring a Head of Talent Acquisition to build and run a high-performance recruiting function. This leader will personally own critical leadership hiring (Growth/PLG, GTM, Product/Engineering leadership, and other strategic roles) while also managing a team of recruiters/sourcers, setting clear KPIs, and driving predictable outcomes on quality, speed, and candidate experience. This role will create the hiring operating system and ensure every recruiter performs against measurable metrics.
Key Responsibilities
1) Leadership Hiring Ownership (Founder-Priority Roles)
- Personally own end-to-end hiring for business-critical roles: Head of Self-Serve Growth/PLG, Performance Marketing Lead, Lifecycle/Retention Lead, RevOps, and other strategic roles identified by the Founder.
- Create role charters, competencies, interview scorecards, and case studies/work samples to maintain a high signal bar.
- Act as the Founder’s hiring leverage: bring only high-quality finalists to the final rounds.
2) TA Team Leadership & Performance Management (Core)
- Manage and coach a team of recruiters and sourcers (in-house + agency partners as needed).
- Define recruiter-wise weekly targets and KPIs, and run performance reviews (weekly cadence + monthly deep dives).
- Build training modules for: sourcing, screening, assessment quality, stakeholder management, and closing.
- Create role specialization within TA (e.g., GTM recruiter, Tech recruiter, Growth recruiter) as hiring volume scales.
3) Pipeline Generation & Sourcing Excellence
- Ensure strong pipeline via: outbound sourcing (LinkedIn), referrals, communities, and targeted company mapping.
- Build a predictable outbound motion: target lists, outreach scripts, sequencing, follow-up systems.
- Create and run a referral engine with internal stakeholders and founder/investor networks.
4) Hiring Process Design, Governance & Speed
- Implement structured, repeatable processes across roles:
- calibrated scorecards
- panel structures
- work-samples/case studies for key roles
- reference checks
- Run hiring governance: weekly hiring standup, pipeline reviews, interviewer calibration, decision SLAs.
- Improve conversion and reduce time-in-stage with disciplined scheduling and fast feedback loops.
5) Candidate Experience & Closing (Across the Org)
- Own candidate experience and communication standards across recruiters.
- Drive closing strategies: comp/ESOP narrative, competing offer management, joining-risk mitigation.
- Ensure pre-boarding rigor: documentation, check-ins, and joining assurance.
6) TA Ops, ATS Hygiene & Reporting
- Own ATS/CRM implementation and hygiene (stages, notes, reasons, scorecards, source tagging).
- Build dashboards for TA and leadership: pipeline health, recruiter productivity, funnel conversions, time-to-fill, offer acceptance, joining ratio.
- Define SOPs and playbooks for sourcing, screening, interview scheduling, evaluation, and offers.
Required Qualifications
- 7–12 years in recruiting/TA, with strong startup/high-growth experience
- Proven record of hiring across GTM + Product/Engineering
- Demonstrated ability to lead and scale a recruiting team with measurable performance systems
- Strong structured evaluation capability (competency-based hiring, scorecards, work samples)
- Excellent stakeholder management with founders and functional heads
- Strong closing ability (comp/ESOP narrative, competing offers, senior candidate management)
Preferred Qualifications
- Experience scaling hiring in B2B SaaS / SMB SaaS
- Led hiring during a scale phase (e.g., 100 → 300+ headcount)
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