Associate Director - Non-Tech TA

About Licious

At Licious, we’re building India’s most loved fresh meat and seafood brand by redefining the customer experience through innovation, quality, and technology. As we scale rapidly across geographies and categories, our people are our biggest differentiator. We are now looking for an Associate Director – Non-Tech Recruiting who can help us hire, influence, and scale our workforce across critical non-tech functions.

Reports To:

Ideal Exp : 9 yrs +

Role Overview

non-tech hiring

Key Responsibilities

Strategic Talent Acquisition Leadership

• Own the non-tech hiring charter across all business units, ensuring alignment with org growth plans
• Partner with business leaders to forecast, plan, and prioritize roles aligned to function and org maturity
• Translate hiring demand into structured pipelines, workforce plans, and headcount fulfillment strategies

Execution & Operational Excellence

• Lead a team of recruiters and drive closure on open roles through a robust and proactive approach
• Own hiring KPIs – TAT, quality-of-hire, cost-per-hire, diversity metrics
• Build and manage robust dashboards and talent reporting frameworks for stakeholders

Talent Branding & Sourcing Innovation

• Develop non-tech-specific talent brand campaigns that resonate with on-ground, frontline, and corporate talent pools
• Innovate sourcing strategies to attract top talent from D2C, FMCG, retail, logistics, and emerging sectors
• Own relationships with agencies, staffing partners, and job boards relevant for volume and niche hiring

Stakeholder Management & Candidate Experience

• Act as a consultative advisor to business heads on market talent, interview structures, and hiring decisions
• Ensure a high-quality candidate experience, from outreach through onboarding
• Train and coach interview panels and hiring managers on structured interviews and hiring effectiveness

Team Leadership

• Manage, mentor, and grow a team of high-performing recruiters and sourcers
• Create a culture of ownership, agility, data-led hiring, and continuous improvement

What We’re Looking For

Must-Have Qualifications

• 9–12 years of experience in recruiting, with at least 4–5 years leading non-tech or ops/corp/recruiting teams
• Proven experience in hiring for scale – high-volume ops, mid-to-senior level corp functions, and/or frontline retail
• Strong stakeholder management experience with CXOs and functional leaders
• Track record of building and managing recruiting teams and scalable hiring operations
• Excellent data orientation – can track KPIs, optimize processes, and influence via dashboards

Nice-to-Have

• Experience hiring for a fast-paced D2C, FMCG, retail, logistics, or startup environment
• Prior experience with employer branding or recruitment marketing
• Understanding of HRMS/ATS tools (SuccessFactors, Darwinbox, or similar)