About this role

This role is for one of our clients

Seniority level: Mid-Senior level
Industry: Defense and Space Manufacturing
Company Name: Indrajaal

Min Experience: 10+ years
Location: Remote (India)
JobType: full-time

Indrajaal is seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.
This is a business-critical leadership role that shapes how Indrajaal attracts, evaluates, and hires world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.”
Key Responsibilities
A. Talent Acquisition Strategy & Leadership
Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.
B. Technology + Business Hiring
Lead hiring across specialized and diverse roles including:
Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
Leadership roles across functions
C. Build Scalable Hiring Processes
Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
Implement predictable hiring mechanisms that scale with organizational growth.
D. Workforce & Talent Planning
Partner with business teams to understand future capability needs.
Build proactive talent pipelines for niche, critical, and high-impact roles.
Conduct quarterly workforce planning and hiring capacity analysis.
E. Talent Intelligence & Market Mapping
Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
Build talent intelligence reports for leadership decision-making.
F. Solve Hiring Bottlenecks
Identify and resolve bottlenecks across:
Sourcing channels
Interview readiness
Panel bandwidth
Decision cycles
Compensation alignment
Offer conversions
Notice periods
Internal processes and documentation gaps
G. Build & Lead TA Teams
Hire, mentor, and lead a high-performing Talent Acquisition team.
Define ownership, specialization, KPIs, and execution culture.
Drive accountability, speed, and quality across the hiring lifecycle.
H. Data-Driven Recruitment
Use hiring data to improve:
Time-to-Hire
Quality-of-Hire
Offer-to-Join Ratio
Source Effectiveness
Cost-of-Hire
Hiring Manager Experience
Process predictability and SLA adherence
3. Required Skills & Experience
7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
Experience scaling hiring in high-growth product/technology organizations.
Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
Proven ability to build recruitment processes, frameworks, and TA teams.
Strong stakeholder management and communication skills.
Ability to operate in fast-paced, ambiguous, high-accountability environments.
Experience with hiring dashboards, ATS systems, and recruitment analytics.
4. Competencies
Strategic Thinking
Execution Excellence
Stakeholder Management
Problem Solving & Decision Making
Talent Intelligence
Process Design & Optimization
Leadership & Team Building
Data-Driven Mindset
High Ownership & Accountability
5. What Success Looks Like
Predictable, scalable hiring processes
Reduced Time-to-Hire and improved Quality-of-Hire
Strong talent pipelines for critical roles
High hiring manager satisfaction
Clear documentation, SLAs, and audit-ready processes
A high-performing TA team with strong execution culture
TA functioning as a business partner, not a support function
About the company
Indrajaal is an AI-powered, indigenous multilayered counter-drone system developed by Indrajaal Drone Defence India Pvt Ltd., headquartered in Hyderabad. It offers comprehensive 360-degree protection against drone threats, covering areas up to 4,000 square kilometers

Must-have skills
Strategic Sourcing, Strategic Hiring
Good-to-have skills
Hiring, Recruiter