Role Overview
- The Senior Manager – Talent Acquisition will lead Inito’s end-to-end hiring strategy and execution across functions and geographies. This role requires a strong blend of strategic talentleadership, operational rigor, employer branding, stakeholder management, and team leadership.The individual will be responsible for building scalable recruiting processes, improving hiring quality and speed, strengthening talent pipelines, and creating an outstanding candidate and hiring manager experience.
- This role is ideal for someone who thrives in high-growth, founder-led, fast-paced environments and understands the hiring needs of deep-tech, healthcare, product, and consumer technology businesses.
Key Responsibilities
1. Talent Acquisition Strategy & Workforce Planning
● Build and execute Inito’s hiring roadmap aligned to business growth priorities.
● Partner with leadership teams to forecast workforce demand, hiring capacity, and talent
gaps.
● Develop function-wise hiring strategies across:
○ Product & Engineering
○ Hardware & R&D
○ Quality & Regulatory
○ Clinical & Medical
○ Manufacturing & Supply Chain
○ Commercial & GTM
○ Corporate functions
● Establish scalable recruitment frameworks for hyper-growth hiring.
2. End-to-End Recruitment Leadership
● Own full recruitment lifecycle from workforce planning to onboarding.
● Drive hiring delivery for leadership, niche, technical, and volume hiring mandates.
● Implement structured assessment methods to improve hiring quality.
● Optimize sourcing mix across direct hiring, referrals, talent communities, agencies, and
networking channels.
3. Employer Branding & Talent Community Building
● Build Inito’s employer brand positioning within startup, healthcare, medical device, and
engineering talent markets.
● Strengthen hiring brand through employee advocacy, LinkedIn campaigns, campus
initiatives, events, and talent engagement programs.
● Develop proactive talent communities for future hiring pipelines.
4. Recruitment Operations & Process Excellence
● Build scalable, data-driven TA processes and governance mechanisms.
● Define and track recruitment SLAs, hiring dashboards, funnel analytics, and conversion
metrics.
● Improve ATS adoption, process automation, interview consistency, and compliance.
● Reduce bottlenecks across sourcing, assessments, offer management, and onboarding.
5. Stakeholder & Leadership Partnership
● Act as a strategic talent advisor to founders, business leaders, and hiring managers.
● Coach managers on interviewing, talent evaluation, market intelligence, and hiring
decisions.
● Influence workforce decisions using talent data and market insights.
6. Talent Market Intelligence
● Provide competitive intelligence on compensation benchmarks, talent availability, hiring
trends, and competitor movement.
● Develop data-backed recommendations to improve talent acquisition effectiveness.
7. Team Leadership & Capability Building
● Build, mentor, and lead a high-performing Talent Acquisition team.
● Drive recruiter capability development, performance management, and hiring
excellence practices.
● Foster a culture of accountability, candidate obsession, and continuous improvement.
Qualifications & Experience
- 10–15+ years of Talent Acquisition experience.
- Proven experience leading hiring in startup / product / consumer tech / healthcare / medical device environments.
- Experience managing technical, commercial, and leadership hiring.
- Strong expertise in recruitment strategy, talent market mapping, employer branding, and hiring analytics.
- Demonstrated experience building and leading TA teams.
Preferred Background
● HealthTech / MedTech
● Consumer Technology
● Product Companies
● Deep-Tech Startups
● Medical Devices
● High-growth venture-backed organizations
Key Competencies
● Strategic Talent Leadership
● Executive Stakeholder Management
● Recruitment Operations & Analytics
● Talent Market Intelligence
● Employer Branding
● Data-Driven Decision Making
● Team Leadership & Coaching
● Process Design & Scaling
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