Job Description
MyOperator is a Business AI Operator that unifies WhatsApp, calls, and AI-powered chat and voice bots into one intelligent business communication platform. The platform combines automation, intelligence, and workflow integration to help businesses run WhatsApp campaigns, manage calls, deploy AI chatbots, and track performance from a single no-code platform. MyOperator is trusted by 12,000+ businesses and has 250+ professionals building its technology and products.
MyOperator is looking for a Strategic Talent Acquisition Manager with 7–12 years of experience who can own, lead, and drive the entire recruitment engine. This is an executive-interfacing role involving management of a team of recruiters, acting as a talent consultant to the C-suite, and running a highly data-driven Talent Acquisition operation. The ideal candidate must be skilled at translating recruitment data into executive-ready performance metrics and business outcomes for management.
The selected candidate will partner directly with the CEO, Founders, and C-level executives to forecast headcount requirements, calibrate senior hiring mandates, and align talent acquisition with long-term business strategy. The role will involve managing, mentoring, and monitoring a team of 3–5 Talent Acquisition specialists and conducting weekly performance reviews to optimize team throughput, pipeline generation, and time-to-hire velocity.
The candidate will build and maintain recruiting dashboards inside the ATS and track, audit, and analyze comprehensive recruitment metrics including pipeline conversions, source-mix cost, and funnel drop-off rates. The role will also involve synthesizing complex recruiting datasets into structured, high-level business presentations for leadership review covering hiring velocity, market talent intelligence, and quarter-on-quarter ROI.
The Strategic Talent Acquisition Manager will architect advanced inbound and outbound sourcing strategies across premium channels such as LinkedIn Recruiter, Wellfound, and premium professional networks to maintain a strong pipeline for critical management and engineering mandates.
Candidates must have exactly 7–12 years of core experience in corporate Talent Acquisition or Recruitment functions. A minimum of 2 years of experience directly advising, reporting to, and managing hiring expectations for C-level executives such as CEOs, CTOs, or CFOs is required.
Candidates must have at least 4 years of in-house corporate Talent Acquisition experience within a B2B SaaS, Cloud Technology, CPaaS, or fast-scaling technology product company. The role also requires a minimum of 3 years of direct people-management experience, including management of an internal team of at least 3 recruiters and excluding outsourced RPO or external vendors.
Advanced proficiency with enterprise ATS platforms such as Zoho Recruit, Greenhouse, or Lever is required. Candidates should also have experience building executive dashboards using data tools such as Excel Pivot Tables, Tableau, or Power BI.
The position requires 100% comfort with a full-time on-site work structure in Noida and a maximum notice period of 30 days.
Experience managing executive search pipelines for VP and C-level leadership positions will be an added advantage. Hands-on exposure to Generative AI and advanced automation layers within recruitment is preferred, including AI-powered resume screening agents, use of LLMs for precision candidate outbound prompt writing, and technology-driven candidate assessment engines.
Experience designing and scaling structured internal employee referral programs that contribute more than 30% of total organizational hires will also be valued.
This opportunity is not intended for candidates from traditional non-tech sectors such as Manufacturing, FMCG, Retail, Hospitality, Infrastructure, or Real Estate. Candidates who have worked only on the agency or consultancy side without sustained in-house corporate Talent Acquisition ownership are not suitable for this position. The role is also not intended for pure execution coordinators who primarily handle tactical resume sorting and scheduling without owning recruitment data architecture, strategy, and business reporting.
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