Talent Acquisition (Associate / Senior Associate)

The shorter version: Who we’re looking for: Someone who understands that hiring is a craft - experimenting with strategies, learning from data, following up persistently, sourcing intelligently, and applying sharp judgment to find the right talent. What this role is about: Ensuring that every hire raises the bar. At Kraftshala, we’re building a team that’s redefining what an education institution can be, which means you’ll often be hiring for roles that don’t even exist in the market yet. You’ll partner closely with hiring managers to design smarter assessments, sharper funnels, and a seamless candidate experience. Why you should apply: Because this role is not just about filling open roles - you’ll help shape how a fast-growing company attracts and selects talent for different kinds of work. You’ll build expertise in process design, stakeholder management, and strategic hiring while learning to think like a business leader, not just a recruiter. About us: Kraftshala is India’s largest skilling institution in terms of marketing placements, with a 94% placement rate, and we are gunning to become the world’s largest career launchpad, across domains. We’re backed by a number of eminent investors including ex-unicorn startup founders and CXOs of global giants like RedBus, NoBroker, Nestlé, and Performics. The detailed version: At Kraftshala, we believe that great organizations are built by great people. Talent Acquisition is a high-impact role responsible for driving end-to-end hiring across functions, ensuring a high-quality, purpose-driven team continues to power our growth. It’s ideal for someone who enjoys building smarter systems, and wants to make a tangible difference in how great teams come together. Specific responsibilities will include: Driving end-to-end hiring across multiple functions, from sourcing and screening to interviews, offers, and onboarding. Metric to measure: Number of roles successfully closed. Working toward reducing time-to-hire by proactively pushing processes forward and removing bottlenecks without compromising on candidate quality. Metric to measure: Number of days from the day the job goes live to offer. Improving the quality of hiring decisions by ensuring roles reach the right target audience through thoughtful positioning and channel selection, and by evolving scorecards, evaluation rubrics, and structured assessments to better identify top talent. Metric to measure: Percentage of hires rated 4 by managers after 3 months Identifying and fixing drop-off points in the hiring funnel, adapting strategies role-wise and maintaining momentum at every stage. Metric to measure: Reduction in funnel-stage drop-offs over time Leading improvements in hiring systems and workflows, such as templates, trackers, communication flows, and tooling, especially by using AI and automation tools to streamline sourcing, communication, and internal processes. Metric to measure: Number and quality of process changes driven per quarter…