HR - Talent Acquisition.
Own the entire hiring pipeline end-to-end. From sourcing and screening to offer and onboarding. You're not just filling seats - you're building the team that will scale India's top D2C brands. You need to understand what makes a great media buyer, a great designer, and a great strategist.
01 · Reality check
Is this actually for you?
You'll fit if
- ✓You treat every open role like it's urgent
- ✓You go find people, not wait for applications
- ✓You understand that a bad hire costs more than a slow hire
- ✓You can evaluate what makes a great media buyer, designer, or strategist
- ✓You've built hiring systems, not just executed them
- ✓You move fast without cutting corners on quality
Maybe skip the form if
- ✗You only post jobs and wait for inbound
- ✗You've never sourced candidates proactively
- ✗You don't understand the roles you're hiring for
- ✗You think HR is about policies, not people
- ✗You need approval for every outreach message
- ✗You've never run a full hiring pipeline end-to-end
02 · The deal
Here's what this actually looks like.
- ✓You'll hire directly alongside the leadership team.
- ✓Every role you fill has a direct, visible impact on client results and company growth.
- ✓No HR bureaucracy, no approval chains - just fast, high-quality hiring.
- →You treat every open role like it's urgent.
- →You don't wait for applications to come in - you go find the right people.
- →You understand that a bad hire costs more than a slow hire, but a slow hire in a fast-growing company costs even more.
Requirements
- 2-4 years in talent acquisition, ideally at a marketing agency, digital agency, or D2C brand
- You understand marketing roles - you know the difference between a media buyer and an account manager, and can assess for both
- End-to-end ownership mindset - sourcing, screening, scheduling, offer negotiation, onboarding
- Comfortable using LinkedIn Recruiter, job boards, and referral networks
- Strong communicator who can sell the opportunity authentically - no generic JD spam
- You've built or contributed to hiring systems, not just executed them
03 · The role
What you'll actually own.
Self-assessment
Question 01
Tooling
Sourcing & data
Ops & communication
Hiring process
- 01
Apply
Fill the form. We read every one. You'll hear back, yes or no, in a few working days.
- 02
Screening
A quick fit check. Past experience, what you've owned, what you want next. We answer your questions too.
- 03
Intro
We talk about how you work. Walk us through one decision you'd defend. No 'walk me through your CV'.
- 04
Task + Technical
You ship a short task on real-ish data. Then a working session where we push back and watch you think.
- 05
Culture
You meet the people you'd sit next to. They ask about how you work, how you disagree, how you handle a bad week. References both ways after, then a written offer.
04 · Apply
Ready? Let's go.
FAQ
Will I source media buyers and designers myself?
Yes. You'll run LinkedIn searches, work referral loops, post in the right communities, and DM passive candidates. Posting on Naukri and waiting isn't the job.
How technical do I need to be on the roles I hire for?
Technical enough to screen out the noise. You should be able to tell a real media buyer from someone who's just done a course, and read a designer's portfolio for D2C fit, not just aesthetics.
Is this fully remote?
No. Monday to Friday at the Pune office, Saturday WFH. We work better when the team is in one room.
Do I need agency experience?
No. In-house is fine. We want real experience, real outcomes, and the ability to work across brands.
What if I'm great at the job but a bad interviewer?
The task round is a take-home. Your work speaks for you. Charisma is nice but optional.
How many brands will I work with?
We work with 15-18 D2C brands across supplements, ethnic wear, kids apparel, stickers, lab diamonds, and more. You'll go deep on a select group of 4-5 brands in a POD.
Will I talk to founders?
Yes. No layers of account managers. You sit in the conversations that matter.