About Pointo

Role Overview

Key Responsibilities

1. End-to-End Recruitment

• Manage the complete recruitment lifecycle: requirement intake, sourcing, screening, interview coordination, selection, offer management, and joining follow-up.
• Manage multiple concurrent requisitions across technical, business, frontline, managerial, and specialized roles.
• Prioritize critical and revenue-linked positions in line with approved manpower requirements and business urgency.
• Maintain active candidate pipelines for recurring, high-volume, and hard-to-fill positions.
• Ensure recruitment activity is tracked consistently from requisition opening through candidate joining.

2. Technical Talent Acquisition

• Drive recruitment for software engineering, backend and frontend development, mobile applications, QA/testing, DevOps, IT, data analytics, database, product, and other technology roles as required.
• Interpret technical job descriptions, required technology stacks, experience levels, and role-specific competencies to support effective screening.
• Partner with technical hiring managers to calibrate candidate profiles, shortlist quality, interview stages, and selection criteria.
• Use targeted sourcing through Naukri, LinkedIn, referrals, technology communities, direct outreach, and specialist vendors where appropriate.
• Manage technical hiring challenges including niche skill availability, compensation expectations, competing offers, notice periods, and candidate dropouts.
• Maintain candidate engagement and timely follow-up through technical interview stages, offer release, and joining.

3. Business and Frontline Hiring

• Manage recruitment across Sales, Collections, Field Operations, Customer Support, Hub Operations, and corporate functions.
• Execute high-volume, multi-location hiring aligned with business expansion and operational requirements.
• Develop location-specific sourcing strategies for difficult markets and recurring frontline roles.
• Coordinate with hiring managers to accelerate shortlisting, interview feedback, and final decisions.

4. Stakeholder Management

• Work closely with hiring managers to understand role requirements, priority, compensation range, and expected joining timelines.
• Drive timely feedback and decision-making through structured follow-ups and clear escalation of delays.
• Communicate recruitment progress, risks, sourcing challenges, and expected closure dates transparently.
• Handle demanding stakeholders professionally while maintaining focus on agreed hiring outcomes.

5. Sourcing Strategy and Candidate Conversion

• Use Naukri, LinkedIn, employee referrals, recruitment vendors, direct sourcing, and other relevant channels.
• Build and maintain talent pools for recurring, critical, technical, and location-specific roles.
• Track source effectiveness and recruitment funnel conversion to improve sourcing quality.
• Manage compensation discussions and candidate expectations within approved salary structures.
• Monitor offer acceptance, counteroffers, notice periods, and non-joining reasons; take proactive steps to improve joining conversion.

6. Recruitment MIS, Analytics and Governance

• Maintain accurate recruitment trackers and dashboards covering total requisitions, open, on-hold, offered, joined, revoked/cancelled, and pending positions.
• Track Time-to-Hire, offer-to-joining conversion, joining achievement, funnel conversion, source effectiveness, and recruiter productivity.
• Prepare daily updates as needed and weekly/monthly recruitment reports for management review.
• Identify bottlenecks and recommend corrective actions based on recruitment data.
• Ensure recruitment records, interview feedback, approvals, and candidate documentation are maintained in line with internal processes.

7. Process Improvement and Coordination

• Follow established recruitment SOPs, approval matrices, and compensation approval processes.
• Coordinate with HR Operations for a smooth handover of confirmed joiners and pre-joining requirements.
• Coordinate with recruitment executives and external vendors, where applicable, to maintain hiring momentum.
• Recommend practical improvements to sourcing, screening, interview scheduling, reporting, and joining processes.

Work Environment and Expectations

• High-pressure, target-driven environment: work toward clearly defined hiring and joining goals with regular performance reviews.
• Strong sense of urgency: respond quickly to changing priorities and keep critical requisitions moving.
• End-to-end ownership: remain accountable for progress from requirement intake through joining, rather than limiting involvement to sourcing or interview scheduling.
• Multiple priorities: manage several vacancies and locations simultaneously while maintaining candidate quality and data accuracy.
• Stakeholder intensity: handle demanding business managers with professional communication, persistence, and constructive escalation.
• Resilience and adaptability: remain composed and productive when hiring targets are challenging, candidate pipelines are limited, or priorities change.
• Performance transparency: use accurate data to communicate progress, identify gaps, and take corrective action.

Key Performance Indicators (KPIs)

• Achievement of assigned hiring and joining targets against approved manpower plans.
• Time-to-Hire and adherence to agreed recruitment timelines.
• Offer-to-joining conversion and reduction in candidate dropouts.
• Quality and relevance of shortlisted candidates.
• Effectiveness in closing critical, technical, and high-volume requisitions.
• Recruitment funnel conversion and sourcing channel effectiveness.
• Accuracy and timeliness of recruitment MIS and dashboards.
• Hiring manager responsiveness and stakeholder satisfaction.
• Compliance with recruitment approvals, documentation, and process standards.

Qualifications and Experience

• MBA/PGDM in Human Resources or a relevant qualification preferred.
• Typically 3–5 years of hands-on Talent Acquisition experience.
• Demonstrable exposure to technical hiring for software engineering, product, IT, data, or related technology roles.
• Experience in high-volume Sales, Collections, Field Operations, or other frontline recruitment is strongly preferred.
• Experience managing multi-location hiring and working directly with business stakeholders.
• Hands-on proficiency in Naukri, LinkedIn, Excel, recruitment trackers, and HRMS/ATS tools.

Core Competencies

• Strong sourcing, screening, and candidate assessment skills.
• Ability to understand technical job descriptions and screen for relevant skills and experience.
• Excellent follow-up discipline, negotiation, and candidate engagement.
• Data-driven approach to recruitment planning, funnel analysis, and reporting.
• Prioritization, problem-solving, and execution under pressure.
• Professional communication, stakeholder management, resilience, and accountability.

Ideal Candidate

What Success Looks Like