Talent Acquisition Lead

Location:

Department:

Reports to:

Exp:

Why This Role Matters

We want a builder. A networker. A talent magnet.

0→1 challenges

creating, experimenting, and being trusted to deliver at the highest level without hand-holding

Role Overview

Talent Acquisition Lead

creativity, extroversion, and sharp business judgment

Key Responsibilities

• High-Caliber Talent Discovery

• Identify and attract exceptional talent for

  tech, research, and strategic leadership roles

  .
• Source beyond the obvious—deep networks, referrals, academic circles, finance/tech communities.

• 0→1 HR Building

• Bring a

  startup-builder mindset

  , setting up processes from scratch while keeping them agile.
• Anticipate future hiring needs for

  new ventures

  and build pipelines accordingly.

• Creative Recruitment & Branding

• Design

  out-of-the-box hiring strategies

  that appeal to unconventional, high-performing candidates.
• Represent us as an

  innovative, high-growth organization

  , not just a traditional brand.

• Stakeholder & Candidate Engagement

• Act as a trusted partner to business leaders, understanding evolving needs.
• Deliver an engaging, high-touch candidate experience in both

  English and Hindi

  .

• Leadership Hiring

• Execute

  executive search and headhunting

  for critical senior roles.
• Use persuasion, charisma, and business acumen to close difficult hires.

What We’re Looking For

• Proven 0→1 Experience:

  You’ve worked at a

  startup, research lab, deep finance, or tech company

  where you built or scaled talent acquisition from scratch—not just executed an existing process.

• Exceptional Talent Spotting:

  You can point to

  specific hires you made

  who brought unique, high-impact value to the organization.

• Network Builder:

  You are active in

  talent ecosystems

  (startup communities, finance/tech meetups, research forums, professional circles) and know how to use these networks to find hidden talent.

• Bilingual Excellence:

  You are fluent in

  English and Hindi

  for business communication, negotiations, and pitching roles persuasively.

• Out-of-the-Box Execution:

  You’ve applied at least

  two unconventional sourcing or hiring strategies

  that worked better than traditional approaches.

• Ownership Mindset:

  You’ve thrived in roles where you were given

  high expectations with little hand-holding

  , and can show results delivered independently.

• Business Acumen:

  You’ve partnered with leadership to

  define the type of talent needed

  and connected hiring strategy directly to organizational goals.

• Personality Fit:

  You are

  extroverted, persuasive, and confident in networking

  —comfortable headhunting, pitching, and building long-term candidate relationships.

• Metrics That Matter:

• Your

  average time-to-fill

  for senior or niche roles.
• Your

  offer-to-acceptance ratio

  .
• Number of

  hires in research/tech/finance/startup environments

  you’ve closed in the last 1–2 years.

What We Offer

• A platform to

  build talent functions from the ground up

  for both KGK and new research/tech ventures.
• Direct access to visionary leaders in business, technology, and innovation.
• A

  dynamic, startup-style environment

  that rewards bold thinking and initiative.
• Competitive compensation and benefits.
• The chance to

  shape the DNA of multiple ventures

  with your hiring decisions.