Talent Acquisition Specialist - Human Resource

Key Responsibilities

1. Sourcing & Pipeline Building

- Own LinkedIn Recruiter / Sales Navigator - run Boolean searches for all open roles using sourcing briefs already prepared by the hiring manager

- Identify and approach candidates at priority target brands

- Write and send personalised InMail and connection request messages; each outreach should reference the candidate's brand and role

- Build and maintain a live pipeline tracker for each of the open roles with candidate status, last contact date, and next action

- Source across multiple channels: LinkedIn, Naukri, Instahyre, referrals, and direct headhunting from target brand career pages

2. Screening & Assessment

- Conduct first-level phone screens using structured screener question guides prepared for each role

- Evaluate candidates against role-specific must-haves, red flags, and target brand backgrounds defined in the sourcing briefs

- Provide a written assessment of each screened candidate - not just a summary, but a hire / hold / pass recommendation with rationale

- Manage candidate documentation: CV, current CTC, expected CTC, notice period, and reason for looking

3. Interview Coordination & Process Management

- Schedule and coordinate all interview rounds - screener, deep dive, scenario round, and assignment review

- Send role-specific interview briefs and assignments to candidates at the right stage

- Collect structured feedback from interviewers after each round using the scoring rubrics provided; follow up within 24 hours of each interview

- Maintain candidate communication

4. Offer & Onboarding Support

- Prepare and send offer letters in coordination with HR; manage negotiation conversations professionally

- Track notice period timelines and maintain a joining date dashboard for all accepted offers

- Coordinate pre-joining touchpoints - welcome communication, document collection, and Day 1 schedule, to reduce offer drop-offs

5. Reporting & Governance

- Update the MRF Tracker weekly with pipeline status, interview stage, & projected closing date for each role

- Report to the Hiring Heads weekly: roles filled, roles open, pipeline health, time-to-interview, & blockers

- Flag bottlenecks proactively. If a role has seen 40 approaches with zero qualified candidates, raise it and propose a sourcing strategy adjustment

Who You Are

Must-Have Experience

- 1-3 years in talent acquisition or recruitment - in-house or agency; both are acceptable

- Hands-on LinkedIn Recruiter or Sales Navigator experience - you have run outreach campaigns personally

- Has hired or sourced for D2C, e-commerce, digital marketing, or tech roles - you understand what a performance marketer, CRM manager, or marketplace ads specialist actually does

- Strong written communication - your outreach messages are specific and compelling

- Organised and process-driven - you have managed a multi-role hiring tracker and can juggle 8-10 open positions simultaneously without dropping status updates

Preferred Experience

- Has hired for premium consumer brand, D2C startup, or e-commerce company - understands the talent market for digital and growth roles

- Familiarity with hiring tools: Naukri RMS, Instahyre, Keka, Darwinbox, or similar ATS / HRMS

- Experience writing outreach for niche or hard-to-fill roles - has gone beyond job boards to headhunt specific people at specific companies

- Has worked in a fast-paced environment where multiple roles needed to close in a short window

Why Join Luxmi Estates

- Work on one of the most ambitious e-commerce team builds in the Indian premium tea space

- Direct exposure to the Business Heads and access to fully prepared hiring infrastructure - sourcing briefs, interview guides, Boolean strings, and MRF documentation already in place

- Heritage brands with genuine global credibility - Makaibari (Est. 1859), Luxmi Tea, and newly acquired Brew Tea Co. UK

- Fast, high-ownership environment - your hires will have a direct and visible impact on the revenue target

- Opportunity to build and own the TA function from the ground up if the team scales beyond the current open roles