Talent Acquisition Specialist

About Aramya

Our vision is to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves.

We're well funded, with $12M raised from marquee investors like Accel, Z47, and industry veterans.

Our first brand, Aramya, launched in 2024, achieved 40 Cr in revenue in its very first year, powered by a proprietary supply chain, in-house manufacturing, and data-led design.

Today, we're operating at a 200 Cr ARR and scaling fast across D2C and retail stores. With 4 profitable stores in Bengaluru and a dominant D2C presence, we are building the next global fashion powerhouse.As we expand across India, launch new stores, newer brands, and roll out fresh collections weekly, we're reimagining what modern ethnic wear can look and feel like inclusive, comfortable, stylish, and accessible.

Talent Acquisition Specialist,

Key Responsibilities:

1. Source a diverse pool of candidates across various channels, including job portals, social media, local networks, and employee referrals.
2. Screen resumes and shortlist candidates efficiently for interviews.
3. Partner closely with the leadership team to deeply understand and define role requirements.
4. Schedule and coordinate all stages of interviews with hiring managers.
5. Manage the seamless process of offer rollouts, background checks, and onboarding for selected candidates.
6. Track hiring progress and maintain accurate recruitment dashboards and metrics.
7. Provide weekly updates to HR leadership on all recruitment activities, progress, and challenges.
8. Conduct benchmarking exercises and develop competitive compensation and benefits programs tailored to the functions, ensuring market competitiveness and strategic alignment.

Requirements:

1. Strong end to end recruiting experience of at least 3+ years in search and in-house settings.
2. Start-up experience is a must.
3. Experience in e-commerce/D2C/Fashion is preferred.
4. Search firm experience will be a plus.
5. Leadership hiring experience is a must.
6. High bias for action and ability to work with limited supervision.
7. Good understanding of "Go To Market" roles and the nuances of hiring for them.
8. Experience in working with senior stakeholders to define and plan to hire at scale.