Talent Recruiter

Function: Talent Acquisition

Reporting To: Head of Talent

Location: Purplle HQ — Vikhroli, Mumbai

Type: Full-Time | Immediate Joiner Preferred

Level: Senior Executive / Assistant Manager

Experience: 3–7 years in Talent Acquisition

About The Role

Purplle is one of India's fastest-growing beauty and personal care platforms, and we're scaling at pace — across new categories, new cities, and new business verticals. Behind every great hire that powers this growth is a Talent Partner who owns the outcome end-to-end.

As a Talent Partner (Non-Tech), you will be the go-to hiring partner for our business functions — Category, Retail, Sales, Revenue, Operations, and Warehousing. You won't just manage a pipeline; you will own the hiring outcome for your functions, work shoulder-to-shoulder with business leaders, and be held accountable for the quality and speed of every hire you close.

This role is for someone who is energised by the chase — who knows how to find great talent in competitive markets, build relationships that convert, and close roles without losing quality. If you're a recruiter who takes pride in hitting numbers and doing it right, you'll thrive here.

What You Own

End-to-End Hiring Delivery

Manage the full recruiting lifecycle — intake to offer — for roles across Category, Retail, Sales, Revenue, Operations, and Warehousing.
Close positions on time, every time — with a relentless focus on turnaround and offer-to-joining conversion.
Run structured hiring processes: crisp JDs, quality shortlists, well-briefed interview panels, and competitive offers.
Handle high-volume hiring sprints — retail store expansion, city launches, seasonal ramp-ups — without dropping quality.
Build and maintain warm talent pipelines so you're never starting from zero on a new requisition.

STAKEHOLDER MANAGEMENT

Be the single point of contact for your business functions — own the relationship, not just the transactions.
Run crisp intake calls with hiring managers, set realistic timelines, and hold all parties accountable to them.
Proactively flag risks — slow panels, unrealistic briefs, market constraints — and come with solutions.
Share regular hiring updates with stakeholders: pipeline status, interview feedback, offer stage visibility.
Challenge briefs when needed — if a role is mis-scoped or the comp is off-market, say so with data to back it up.

Sourcing & Market Intelligence

Go beyond job boards — build referral networks, tap passive talent, leverage LinkedIn and niche communities.
Know the talent market for your functions: who's available, what they're earning, and where they're coming from.
Identify the best talent pools for Purplle's non-tech functions and build pipelines before the need arises.
Use sourcing tools and AI assistants to move faster — screen smarter, write better JDs, and track pipelines efficiently.

Candidate Experience

Treat every candidate as a future brand ambassador for Purplle — responsive, respectful, and transparent throughout.
Give clear timelines, honest feedback, and ensure no candidate is left in the dark.
Own offer negotiations — understand candidate motivations and close confidently without over-promising.

Data & Process Hygiene

Keep ATS updated in real time — every interaction, every status change, every feedback note logged.
Track your own numbers: open positions, time-to-fill, offer acceptance rate, source effectiveness.
Bring weekly hiring dashboards to stakeholders — no surprises, full visibility.

Must Have

3–7 years in Talent Acquisition, with strong experience hiring for non-tech business functions.
Proven track record of closing roles — not just managing pipelines. Numbers matter here.
Hands-on hiring experience across 2 or more of: Category Management, Retail, Sales, Revenue, Operations, Supply Chain / Warehousing.
Prior experience in a fast-paced startup, D2C brand, FMCG, new-age retail, or e-commerce company.
Strong sourcing skills — able to find and convert passive talent, not just work inbound applications.
Excellent stakeholder management — comfortable pushing back, setting expectations, and holding the room.
Sharp communicator: clear, direct, and professional with candidates and business leaders alike.

Good To Have

Experience managing bulk or volume hiring drives across multiple cities or store formats.
Comfort with ATS platforms — Keka, Darwinbox, Lever, Greenhouse, or similar.
Exposure to employer branding or campus hiring for non-tech roles.
Familiarity with AI tools that help with sourcing, screening, or recruiting operations (a plus, not a requirement).

What Success Looks Like In This Role

In the first 30 days

Deep understanding of all open roles and business context

Strong pipelines built for priority positions

Stakeholder relationships established across all functions

In the first 90 days

Critical open roles closed with quality hires

Offer-to-joining conversion above 80%

Business partners leaning on you proactively, not chasing you

Why Purplle

One of India's top beauty & personal care platforms — a brand that candidates are excited to join.
A TA function that has real influence — your work directly shapes the business.
Fast-moving, high-ownership environment — you will never be bored or under-utilised.
A leadership team that values talent as a strategic function, not a support activity.
Opportunity to grow with the company as we scale across categories and geographies.