Talent Acquisition Associate

About Us:

We are Kraftshala. We are an online skilling institution committed to playing the long game of building a transformative educational experience for the masses. We call this Scaling with Soul.

Scaling with Soul to us means we always prioritise student outcomes specifically our Placement Rate (percentage of students placed)- over other metrics such as number of enrolments or company valuation in the coming year.

This is of course easier said than done. There are painful choices to be made at every stage from admissions to training to placements that wouldnt have been needed were we willing to give up on either of high quality or scale.

But in the long run we believe that our obsession over these student outcomes will earn Kraftshala the trust of Indian students their families recruiters and the broader ecosystem.

Thats why we make each of our Placement Reports public capturing how many students are placed in each batch in what companies at what salaries etc.

We dont need to. None of our competitors do (though wed be happy to be proven wrong and have more educators join us!). Simply put we have tasted the benefits of an education model grounded in high quality paired with the transparency of student outcomes and now cannot imagine doing it any other way.

We are not the largest in terms of enrollments. Nowhere close actually. Not yet.

However we are proud to be one of the largest if not the largest already in terms of actual verifiable placements.

And in terms of Placement Rate the metric that matters most to us we are the absolute best in the last 4 years we have placed more than 2000 students with a Placement Rate of 94% (and improving).

This is our long game- to Scale with Soul. We invite you to join us for the play.

Funding:

Kraftshala is backed by a number of eminent investors including:

• Phanindra Sama and Sudhakar Pasupunuri co-founders at Redbus and early investors in unicorns like Unacademy
• Amit Kumar Agarwal Saurabh Garg and Akhil Gupta co-founders at (the worlds largest NoBrokerage Property Site and Indias first realty startup unicorn)
• Sujayathi Ali Co-founder at ShopUp and Voonik
• Doreswamy Nandkishore (Former Fortune 100 CEO Head of Asia Oceania Africa for Nestlé S.A. and Professor ISB)
• Pallav Jain and Sarfaraz Khimani (co-CEOs of Performics Indias largest SEO/ performance marketing agencies)

What do we value (the Kraftshala Kode):

Kraftshala is on a mission to become the largest career launchpad in the world.

Team Kraftshala is for the ambitious the forever-learners and most of all for those who live to add value to a world where education companies often lose sight of their core we aim to Scale with Soul to offer greater value to each stakeholder (including our team) everyday we get bigger.

Joining Kraftshala now means becoming part of a story still in its early chapters- one youll help shape with your ideas actions and leadership. Here are things we care for:

1. We seek a value-adding mindset in prospective team mates. Folks who demonstrate a capacity to understand their users needs and are willing to go the extra mile to deliver on that fit right in.
2. We value problem solving skills. We look at problems objectively work backwards from the user solve for root causes and optimize for their long-term good instead of our short-term gain. We dont let processes or hierarchies get in the way of adding value.
3. We believe speed matters enormously in business. We value people who move with urgency have a bias for action and are willing to take calculated risks in the face of uncertainty.
4. We look for people with high learning agility those truth seekers who pursue the best data ideas and solutions with rigour and open mindedness and are constantly working to become better today than yesterday.
5. We admire people with ambition & courage to take on large goals. We are seeking to build a team of self-starters who demonstrate high ownership.
6. We aim for consistency and reliability and expect the same from others. Predictability just makes everyones life a lot smoother.
7. We believe people who demonstrate candour with care are the most effective: real open and direct in communication while still being highly empathetic.
8. We have learnt that Scaling with Soul requires frugality. Resource constraints help sharpen focus and breed inventiveness.
9. We are practical optimists. Our team strongly believes in a better future and takes joy and pride in the fact that we are playing our part to make that future a reality.

Role Description

At Kraftshala we believe that great organizations are built by great people. The Talent Acquisition Associate is a high-impact role responsible for driving end-to-end hiring across functions ensuring a high-quality purpose-driven team continues to power our this role youll partner with hiring managers design smarter processes and shape every touchpoint of the candidate experience. Its ideal for someone who enjoys building smarter systems not just following them and wants to make a tangible difference in how great teams come together.

Specific responsibilities will include:

• Driving end-to-end hiring across multiple functions from sourcing and screening to interviews offers and onboarding. Metric to measure: Number of roles successfully closed.
• Working toward reducing time-to-hire by proactively pushing processes forward and removing bottlenecks without compromising on candidate quality. Metric to measure: Average number of days from sourcing to offer.
• Improving the quality of hiring decisions by ensuring roles reach the right target audience through thoughtful positioning and channel selection and by evolving scorecards evaluation rubrics and structured assessments to better identify top talent. Metric to measure: Percentage of hires rated 4/5 by managers after 3 months
• Identifying and fixing drop-off points in the hiring funnel adapting strategies role-wise and maintaining momentum at every stage. Metric to measure: Reduction in funnel-stage drop-offs over time
• Leading improvements in hiring systems and workflows such as templates trackers communication flows and tooling especially by using AI and automation tools to streamline sourcing communication and internal processes. Metric to measure: Number and quality of process changes driven per quarter
• Creating exceptional candidate experiences by communicating thoughtfully and promptly while ensuring that interviews are scheduled and conducted smoothly. Metric to measure: Candidate experience rating from feedback forms

Monthly Outcomes:

Month 1:

• Understand Kraftshalas hiring philosophy culture and current systems
• Begin managing live roles with support from the Senior HR Manager
• Start communicating with candidates and coordinating interview processes
• Observe and document bottlenecks or inconsistencies in the current funnel
• 
  

Month 2:

• Take ownership of end-to-end hiring for at least 3 active roles
• Begin refining outreach templates scorecards and internal workflows
• Share role-wise funnel insights with hiring managers
• Test at least 1 AI/automation tool to improve outreach or process speed

Month 3 and beyond:

• Independently own multiple hiring funnels across functions
• Consistently improve time-to-hire and candidate quality through better systems and channel targeting
• Use data and stakeholder feedback to recommend strategic process changes
• Serve as a proactive thought partner to hiring managers not just a coordinator
• Regularly implement small experiments to enhance funnel quality candidate targeting and process speed

Top Grading: What Makes an A-Player

A-players in this role are not just executors; they are builders collaborators and problem solvers who raise the bar on how hiring is done. Heres what sets them apart:

• Problem Solving: They dig into why a funnel isnt converting why a good candidate said no or why a stage is slowing down - and then try out practical context-aware fixes. B-players escalate issues or adapt superficially without testing solutions.
• Ownership: A-players take full responsibility for the roles theyre managing. They ensure progress even without constant follow-ups and close loops quickly. B-players tend to wait for nudges or fall behind in communication.
• Candidate Experience: A-players treat every candidate with care ensuring timely respectful and helpful interactions. B-players can be transactional or inattentive in their communication harming brand perception.
• Stakeholder Collaboration: A-players understand hiring managers needs deeply and proactively align with them. They come prepared with options data and perspectives. B-players treat hiring manager meetings as one-way status updates.
• Process Thinking: A-players notice inefficiencies (in scheduling tracking scorecards) and act on them. They bring in tools (including AI where helpful) and build smarter systems. B-players default to whats already there even when its broken.
• Speed Quality Balance: A-players reduce time-to-hire by spotting shortcuts that dont compromise quality. Theyre decisive and adaptive. B-players either rush and lower standards or go slow while seeking perfection.
• Adaptability: A-players handle a range of roles and situations with flexibility and composure. Theyre comfortable shifting gears juggling priorities and working with ambiguity. B-players struggle with context-switching and require too much structure.

Must-Haves:

• 1-2 years of hands-on experience in end-to-end recruitment preferably in a fast-growing startup environment (Were not fussed about the exact years of experience as thats just a proxy for your skill level.)
• Strong communication skills (verbal and written) attention to detail bias for action and solid project management abilities
• Structured self-driven and curious - with a natural inclination toward improving systems and processes rather than just executing them

Good-to-Haves:

• Prior experience in hiring for a mix of tech and non-tech roles
• Familiarity with AI/automation tools to streamline parts of the recruitment process - such as sourcing screening or scheduling

Recruitment Process:

As a small team its imperative that we get to know each other before taking the leap. We want to ensure you succeed in your role within our team. Each conversation with us will last about 30-60 minutes. Typically the whole process takes between 10 - 15 business days depending on your and our schedules and will be a mix of online and in-person interactions.

1. Automated AI-led video screening: Interview to understand your employability mindset as well as your technical skillset (domain role and industry knowledge)
2. Setting Expectations: This will be a call to understand your profile briefly and share the details of the selection process.
3. Technical Exercise: This will be a task that assesses you on some of the core skills youll need to succeed in this role.
4. Conversation 1: This will be a detailed assessment review conversation with our current Partnerships team to go over your submission for the technical exercise.
5. Conversation 2: This will be a conversation with one of our founders to ensure that there is a fit with the Kraftshala Kode.
6. Extending an offer: If all goes well we will extend an offer that will mention the relevant details.

Location

Delhi