Talent Acquisition Associate

About Us:

We are Kraftshala. We are an online skilling institution committed to playing the long game of building a transformative educational experience for the masses. We call this ‘Scaling with Soul’. 

Scaling with Soul, to us, means we always prioritise student outcomes– specifically our Placement Rate (percentage of students placed)- over other metrics, such as number of enrolments or company valuation in the coming year. 

This is, of course, easier said than done. There are painful choices to be made at every stage, from admissions to training to placements, that wouldn’t have been needed were we willing to give up on either of high quality or scale. 

But in the long run, we believe that our obsession over these student outcomes will earn Kraftshala the trust of Indian students, their families, recruiters and the broader ecosystem. 

That’s why we make each of our Placement Reports public, capturing how many students are placed in each batch, in what companies, at what salaries etc. 

We don’t need to. None of our competitors do (though we’d be happy to be proven wrong and have more educators join us!). Simply put, we have tasted the benefits of an education model grounded in high quality paired with the transparency of student outcomes and now cannot imagine doing it any other way.

We are not the largest in terms of enrollment. Nowhere close, actually. Not yet. 

However, we are proud to be one of the largest, if not the largest already, in terms of actual, verifiable placements. 

And in terms of Placement Rate, the metric that matters most to us, we are the absolute best in edtech. In the last 4 years, we have placed more than 2000+ students with a Placement Rate of 94% (and improving). 

This is our long game- to Scale with Soul. We invite you to join us for the play.  

Funding:

Kraftshala is backed by a number of eminent investors, including: 

• Phanindra Sama and Sudhakar Pasupunuri, co-founders at Redbus and early investors in unicorns like Unacademy
• Amit Kumar Agarwal, Saurabh Garg and Akhil Gupta, co-founders at Nobroker.com (the world’s largest NoBrokerage Property Site and India’s first realty startup unicorn)
• Sujayathi Ali, Co-founder at ShopUp and Voonik
• Doreswamy Nandkishore (Former Fortune 100 CEO, Head of Asia, Oceania, Africa for Nestlé S.A. and Professor, ISB) 
• Pallav Jain and Sarfaraz Khimani (co-CEOs of Performics, India's largest SEO/ performance marketing agencies) 

What do we value (the Kraftshala Kode):

Kraftshala is on a mission to become the largest career launchpad in the world. 

Team Kraftshala is for the ambitious, the forever-learners, and most of all, for those who live to add value to others. In a world where education companies often lose sight of their core, we aim to Scale with Soul, to offer greater value to each stakeholder (including our team) everyday we get bigger. 

Joining Kraftshala now means becoming part of a story still in its early chapters- one you’ll help shape with your ideas, actions, and leadership. Here are things we care for:  

• We seek a

  value-adding mindset

  in prospective team mates. Folks who demonstrate a capacity to understand their users' needs and are willing to go the extra mile to deliver on that, fit right in.  
• We value

  problem solving

  skills. We look at problems objectively, work backwards from the user, solve for root causes and optimize for their long-term good instead of our short-term gain. We don’t let processes or hierarchies get in the way of adding value. 
• We believe

  speed

  matters enormously in business. We value people who move with urgency, have a bias for action and are willing to take calculated risks in the face of uncertainty. 
• We look for people with high

  learning agility

  , those truth seekers who pursue the best data, ideas, and solutions with rigour and open mindedness, and are constantly working to become better today than yesterday. 
• We admire people with

  ambition & courage

  to take on large goals. We are seeking to build a team of self-starters who demonstrate high ownership. 
• We aim for

  consistency and reliability

  and expect the same from others. Predictability just makes everyone’s life a lot smoother. 
• We believe people who demonstrate

  candour with care

  are the most effective: real, open and direct in communication, while still being highly empathetic. 
• We have learnt that Scaling with Soul requires

  frugality

  . Resource constraints help sharpen focus and breed inventiveness. 
• We are

  practical optimists

  . Our team strongly believes in a better future and takes joy and pride in the fact that we are playing our part to make that future a reality.

Role Description

At Kraftshala, we believe that great organizations are built by great people. The Talent Acquisition Associate is a high-impact role responsible for driving end-to-end hiring across functions, ensuring a high-quality, purpose-driven team continues to power our growth. In this role, you’ll partner with hiring managers, design smarter processes, and shape every touchpoint of the candidate experience. It’s ideal for someone who enjoys building smarter systems, not just following them, and wants to make a tangible difference in how great teams come together.

Specific responsibilities will include:

• Driving end-to-end hiring across

  multiple functions, from sourcing and screening to interviews, offers, and onboarding. Metric to measure: Number of roles successfully closed.

• Reducing time-to-hire

  by proactively pushing processes forward and removing bottlenecks without compromising on candidate quality. Metric to measure: Average number of days from sourcing to offer.

• Improving the quality of hiring

  decisions by ensuring roles reach the right target audience through thoughtful positioning and channel selection, and by evolving scorecards, evaluation rubrics, and structured assessments to better identify top talent. Metric to measure: Percentage of hires rated 4+/5 by managers after 3 months

• Identifying and fixing drop-off points

  in the hiring funnel, adapting strategies role-wise and maintaining momentum at every stage. Metric to measure: Reduction in funnel-stage drop-offs over time

• Leading improvements in hiring systems

  and workflows, such as templates, trackers, communication flows, and tooling, especially by using AI and automation tools to streamline sourcing, communication, and internal processes. Metric to measure: Number and quality of process changes driven per quarter

• Creating exceptional candidate experiences

  by communicating thoughtfully and promptly, while ensuring that interviews are scheduled and conducted smoothly. Metric to measure: Candidate experience rating from feedback forms

Monthly Outcomes:

Month 1:

• Understand Kraftshala’s hiring philosophy, culture, and current systems
• Begin managing live roles with support from the Senior HR Manager
• Start communicating with candidates and coordinating interview processes
• Observe and document bottlenecks or inconsistencies in the current funnel

Month 2:

• Take ownership of end-to-end hiring for at least 3 active roles
• Begin refining outreach templates, scorecards, and internal workflows
• Share role-wise funnel insights with hiring managers
• Test at least 1 AI/automation tool to improve outreach or process speed

Month 3 and beyond:

• Independently own multiple hiring funnels across functions
• Consistently improve time-to-hire and candidate quality through better systems and channel targeting
• Use data and stakeholder feedback to recommend strategic process changes
• Serve as a proactive thought partner to hiring managers, not just a coordinator
• Regularly implement small experiments to enhance funnel quality, candidate targeting, and process speed

Top Grading: What Makes an A-Player

• Problem Solving:

  They dig into why a funnel isn't converting, why a good candidate said no, or why a stage is slowing down - and then try out practical, context-aware fixes. B-players escalate issues or adapt superficially without testing solutions.

• Ownership:

  A-players take full responsibility for the roles they’re managing. They ensure progress even without constant follow-ups and close loops quickly. B-players tend to wait for nudges or fall behind in communication.

• Candidate Experience:

  A-players treat every candidate with care, ensuring timely, respectful, and helpful interactions. B-players can be transactional or inattentive in their communication, harming brand perception.

• Stakeholder Collaboration:

  A-players understand hiring managers’ needs deeply and proactively align with them. They come prepared with options, data, and perspectives. B-players treat hiring manager meetings as one-way status updates.

• Process Thinking:

  A-players notice inefficiencies (in scheduling, tracking, scorecards) and act on them. They bring in tools (including AI where helpful) and build smarter systems. B-players default to what’s already there, even when it’s broken.

• Speed + Quality Balance:

  A-players reduce time-to-hire by spotting shortcuts that don’t compromise quality. They’re decisive and adaptive. B-players either rush and lower standards, or go slow while seeking perfection.

• Adaptability:

  A-players handle a range of roles and situations with flexibility and composure. They’re comfortable shifting gears, juggling priorities, and working with ambiguity. B-players struggle with context-switching and require too much structure.

Must-Haves:

• 1 - 2 years of hands-on experience in end-to-end recruitment, preferably in a fast-growing startup environment
• Strong communication skills (verbal and written), attention to detail, bias for action, and solid project management abilities
• Structured, self-driven, and curious - with a natural inclination toward improving systems and processes rather than just executing them

Good-to-Haves:

• Prior experience in hiring for a mix of tech and non-tech roles
• Familiarity with AI/automation tools to streamline parts of the recruitment process - such as sourcing, screening, or scheduling

Location:

Delhi