Talent Acquisition Manager

Key Responsibilities

Hiring & Talent Acquisition

• Own end-to-end hiring for business and tech roles, ensuring speed and quality of hires.
• Partner with founders and managers to define role requirements and workforce planning.
• Build strong talent pipelines through active sourcing, referrals, and employer branding.
• Drive a structured candidate experience that reflects Zocket's values and culture.

Employee Lifecycle & People Partnering

• Partner with founders and leadership to align people initiatives with business priorities and growth plans.
• Translate leadership direction into clear, actionable HR programs and ensure smooth execution across teams.
• Serve as a bridge between employees and leadership, fostering transparent two-way communication.
• Drive the entire employee lifecycle from onboarding and engagement to performance management and career development.
• Manage performance review cycles, OKRs, and career conversations in alignment with leadership expectations.
• Coach managers and employees on feedback, growth, conflict resolution, and alignment within teams.
• Support leadership in identifying and nurturing high-potential talent to build future leadership pipelines.

Culture & Engagement

• Design and execute culture initiatives that strengthen employee experience and retention.
• Run employee engagement surveys, listening mechanisms, and action planning.
• Drive employer branding campaigns (internal & external) to position Zocket as a great place to work.

HR Operations & Compliance

• Oversee end-to-end employee lifecycle: onboarding, policies, payroll inputs, exits.
• Ensure compliance with labor laws, HR policies, and internal processes.
• Maintain accurate HRIS and documentation for audits and governance.

Requirements

• 57

  years of total professional experience

• 34

  years of hands-on

  TA

  experience in a fast-scaling startup or SaaS company.
• Proven experience in end-to-end hiring across tech and non-tech roles.
• Strong understanding of performance management, employee lifecycle, and culture design.
• Proven ability to work directly with founders/senior leadership.
• High ownership, adaptability, and comfort in ambiguous environments.
• Strong communication skills (written, spoken, and employer branding).