Talent Acquisition Lead

Role Nanonets is hiring aTalent Acquisition Leadto build and run our recruiting function. This person will own hiring strategy and execution across technical, GTM, G&A, and leadership roles. The role is hands-on. You will personally drive sourcing, pipeline building, interview process design, recruiter and hiring manager enablement, closing, and recruiting operations. This is a high-impact role for someone who can operate like both a recruiter and a builder: strong judgment on talent, high standards, excellent stakeholder management, and the ability to create repeatable systems as the company scales. What you will do Own end-to-end recruiting across multiple functions and seniority levels Partner with founders and hiring managers to define org needs, role scorecards, and hiring plans Build high-quality pipelines through outbound sourcing, referrals, networks, and targeted search Improve quality of hire by sharpening role definitions, interview loops, and decision-making frameworks Run a disciplined hiring process from kickoff through offer close Train hiring managers and interviewers on structured interviewing and candidate assessment Track funnel metrics and diagnose bottlenecks across sourcing, screening, onsite, offer, and acceptance Build recruiting processes, tools, templates, and operating cadences that scale Strengthen Nanonets’ employer brand with thoughtful candidate communication and a high-quality candidate experience Partner closely with leadership on workforce planning, hiring prioritization, and compensation calibration Help recruit senior and hard-to-fill talent, including leadership, enterprise GTM, product, engineering, and AI talent Establish a high bar for speed, rigor, and candidate quality What we are looking for 6+ years of recruiting experience, with meaningful experience owning hiring in fast-growing startups or high-performance environments Strong track record hiring across business, technical, and leadership roles Ability to source top talent directly, not just manage inbound or agency flow Strong judgment on talent and ability to assess both capability and trajectory Experience partnering with founders and senior leaders Comfortable working with ambiguity and changing priorities Strong communication skills and high credibility with hiring managers and candidates Data-driven approach to recruiting; knows how to use funnel data to improve outcomes Experience designing structured interview processes and closing senior candidates High ownership, urgency, and attention to detail Preferred Experience recruiting for B2B SaaS, AI, automation, or enterprise software companies Experience hiring in the US and India Experience building recruiting operations or leading a small recruiting team Familiarity with ATS systems, sourcing tools, and recruiting analytics Strong taste in talent and a clear view on what “great” looks like in startup environments What success looks like Critical roles are filled with high-quality candidates on strong timelines Hiring managers trust the process and feel supported Candidate quality and offer acceptance rates improve Interview loops are consistent, efficient, and signal-rich Recruiting becomes a competitive advantage for Nanonets