Talent Acquisition Specialist - Retail

About Aramya

At Aramya, were redefining fashion for India’s underserved Gen X/Y women, offering size-inclusive, comfortable, and stylish ethnic wear at affordable prices. Backed by marquee investors like Accel and Z47, we’re on a vision to build some of the world’s most loved fashion and lifestyle brands — and enable people to express themselves.

Launched in 2024, we have already achieved 40 Cr in revenue in our first year, driven by a unique blend of data-driven design, in-house manufacturing, and a proprietary supply chain.

Today, with an ARR of 100 Cr, we’re scaling rapidly with ambitious growth plans for the future.

Our vision is bold to build the most loved fashion and lifestyle brands across the world while empowering individuals to express themselves effortlessly. With a fast-moving team driven by creativity, technology, and customer obsession, Aramya is more than a fashion brand—it’s a movement to celebrate every woman’s unique journey.

With 3 thriving stores already in Bangalore and many more on the way, Aramya is just getting started. We’re scaling fast—and we’re looking for a TA champion to fuel this momentum.

You’ll be the engine behind our retail talent story—sourcing, engaging, and hiring the right people who’ll bring the Aramya experience alive in every city we enter.

Key Responsibilities:

• Lead end-to-end hiring for store-level roles: Store Managers, Cluster Managers, Sales Staffs, Visual Merchandisers, Support Staff etc.
• Collaborate closely with Retail Ops to onboard the talent for each store.
• Build a predictable hiring engine using a mix of channels: job boards, walk-ins, referrals, agencies, and campus hiring.
• Maintain an active talent pipeline across regions to reduce TAT and support rapid scale.
• Drive performance metrics: offer-to-join ratio, TAT, cost per hire, and role-wise effectiveness.
• Run engaging hiring campaigns to promote Aramya as a preferred employer in the fashion retail space.
• Ensure a smooth and positive candidate experience, from first touchpoint to onboarding.

An ideal candidate would have:

• 2-4 yrs of experience handling bulk hiring and managing timelines across multiple openings, preferably in high-growth or startup environments.
• Deep understanding of frontline talent—what drives them, how to evaluate them, and how to retain them.