Job Details -  <ol><li>Job Title: Talent Acquisition Lead (High-Volume, Aggressive)</li><li>Job Location: Work from home anywhere in India.</li><li>Experience: 5-10 years</li></ol> <ol><li>Role Overview: We are seeking a dynamic, high-volume, and aggressive Talent Acquisition Lead to drive our rapid growth from 65 to 500 employees by 2027. The ideal candidate will be a proactive "doer" with a proven track record of sourcing and hiring large numbers of finance and accounting professionals. This role requires a tech-savvy, outbound recruiting expert skilled in building candidate pipelines through innovative sourcing channels and aggressive outreach.</li></ol> Key Responsibilities:<br />Lead end-to-end recruitment for finance and accounting roles, including US property accountants, US corporate accountants, and AP professionals.<br />Build and maintain a robust talent pipeline using platforms such as LinkedIn Recruiter<br />Use Boolean search techniques and AI tools to identify passive candidates and attract top talent through LinkedInLinkedIn Recruiter for sourcing and candidate outreach.<br />Manage the full recruitment cycle, from sourcing and screening to interviewing and offer negotiation.<br />Collaborate closely with internal stakeholders to understand staffing needs and role requirements.<br />Develop and execute innovative sourcing strategies tailored to the Indian market.<br />Maintain a high-volume hiring pace<br />Support employer branding efforts to position the company as an attractive destination for top talent.<br />Leverage external recruitment agencies  and internal resources to meet hiring targets.<br />Track, analyze, and report recruitment metrics to ensure continuous improvement.<br /><br />Preferred Skills & Qualifications: ***Must be able to use Boolean search techniques and AI tools to identify passive candidates and attract top talent through LinkedIn*** Should have strong expertise in LinkedIn Recruiter for sourcing and candidate outreach.5 -7 years of experience in high-volume recruiting, preferably in finance and accounting sectors.<br />Proven expertise in sourcing through LinkedIn Recruiter, Boolean strings, and other professional networks is mandatory.<br />Tech-first mindset, comfortable leveraging AI tools like ChatGPT or Claude for learning and sourcing.<br />Strong understanding of the Indian recruitment market and channels - LinkedIn, referrals, and social media.<br />Excellent communication, stakeholder management, and organizational skills.<br />Ability to work in a fast-paced environment and handle multiple requisitions simultaneously.<br />Experience in recruiting for US hours is a plus. Current Team size - 02 <br /><br />Reporting To: Chief Operating Officer / HR Head<br />Note: The role involves building a team, including a junior recruiter and support staff, with growth into a leadership position. <h3>experience</h3>10

Job Description: Scouting and Sourcing:<ul><li>Visiting hospitals, colleges, and clinics to identify potential candidates.</li><li>Creating and maintaining a detailed database of doctors (specialty, experience, location, availability).</li><li> Using platforms like Practo, Curofy, LinkedIn, and medical associations for outreach.</li></ul> Engagement & Outreach:<ul><li>Cold calling or connecting via WhatsApp/Email to share job opportunities.</li><li>Explaining roles, benefits, location details, and collecting CVs.</li><li> Pre-screening candidates for interest and fit.</li></ul><br /> Profiling & Coordination:<ul><li>Preparing candidate profiles with necessary credentials.</li><li>Scheduling interviews and follow-ups with the internal team.</li><li>Maintaining regular communication with interested candidates.</li></ul><br /> Field Work:<ul><li>Traveling to medical colleges, conferences, hospitals for doctor interaction.</li><li>Building long-term relationships with specialists and general physicians.</li></ul><h3>experience</h3>12

Key Responsibilities<ul><li>Recruitment MIS & Reporting: Maintain applicant tracking systems (ATS), generate recruitment trackers (weekly/monthly), and report on key KPIs (time-to-hire, source mix, and quality of hire).</li><li>End-to-End Recruitment: Manage the full hiring lifecycle, including sourcing, screening, scheduling, interviewing, and offer negotiation.</li><li>Proactive Sourcing: Utilize LinkedIn, job boards, social media, and referrals to build pipelines for passive candidates.</li><li>Stakeholder Management: Partner with hiring managers to identify staffing needs and define selection criteria.</li><li>Process Compliance: Ensure accurate documentation of interview notes, candidate data, and adherence to company hiring policies</li></ul><h3>experience</h3>6