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The role
Own hiring across mid, senior, and leadership roles end-to-end — from problem definition to onboarding.
You are responsible for closing critical roles fast and right, building strong pipelines (including campus), and ensuring every candidate who joins has a high-quality Day 1 experience.
You will also shape how Beyond shows up as an employer brand.
WHAT YOU WILL DO
– Own Hiring End-to-End
- Drive full-cycle hiring: sourcing → screening → interviews → offer → joining
- Close mid, senior, and leadership roles with strong speed and quality
- Build pipelines for critical and recurring roles
– Partner with Business
- Work directly with hiring managers and leadership on role definition and expectations
- Push for clarity, not just execution
- Balance speed vs quality without compromising outcomes
– Build Talent Pipelines
- Leverage referrals, LinkedIn, consultants, and passive talent
- Proactively create pipelines for niche and leadership roles
- Ensure we are never starting from zero
– Campus & Early Talent
- Own campus hiring for long-term talent supply
- Build relationships with key institutes
- Run structured campus drives and improve conversion
– Employer Branding
- Strengthen Beyond’s presence across LinkedIn and hiring platforms
- Work with internal teams to showcase culture, teams, and growth stories
- Improve how candidates perceive and experience Beyond at every touchpoint
– Own Onboarding Experience
- Manage the journey from offer acceptance to Day 1
- Reduce drop-offs through strong candidate engagement
- Ensure seamless coordination across HR, IT, and Admin
- Deliver a clean, well-prepared onboarding experience
– Improve Hiring Engine
- Track and improve:
- TAT
- Offer-to-join ratio
- Quality of hire
- Build simple, effective hiring processes (not heavy, but sharp)
- Bring structure to interviews and decision-making
– Manage External Partners
- Work with consultants for niche and leadership roles
- Ensure high ROI and fast closures
WHAT SUCCESS LOOKS LIKE
- Critical roles closed fast, without quality compromise
- Offer-to-join ratio >85%
- Strong pipelines across functions and levels
- Campus hiring delivering consistent entry-level talent
- Minimal drop-offs between offer and joining
- Candidates and stakeholders both have a high-trust experience
- Beyond is seen as a credible, attractive employer in the market
WHO THIS IS FOR
- 5–8 years in Talent Acquisition
- Proven experience hiring mid, senior, and leadership roles
- Exposure to campus hiring and employer branding
- Experience in startups / consumer / high-growth environments preferred
- Strong stakeholder management and negotiation ability
- High ownership — you close roles, not just run process
HOW YOU OPERATE
- You move fast and don’t wait for perfect inputs
- You push back when needed — not just take briefs
- You care about quality of hire, not just closures
- You are structured, but not bureaucratic
- You think like a business operator, not just HR
WHY THIS ROLE
- Direct impact on how Beyond builds its team
- Exposure to leadership hiring + campus + employer brand
- High ownership, high visibility
- Opportunity to build a scalable hiring engine from scratch
