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Assistant Manager-TA
Qure.ai
posted 6 days ago
Job Role Insights
Flexible timing
Key skills for the job
Job Description
A bout Qure.AI:
Qure.AI is theworlds fastest-growing medical AI company, boasting an impressive 13 FDA and62 CE marking clearances to date. We develop cutting-edge solutions thatsignificantly enhance patient outcomes across various care domains, includinglung cancer, tuberculosis, and stroke. Our innovative technologies havepositively impacted over 22 million patients in more than 90 countriesworldwide. At Qure.ai, we are committed to fostering a dive
Aboutthe job
Job Title: Assistant Manager TalentAcquisition
Department: Human Resources
Location: Bangalore/ Mumbai
Yearsof Experience: 7-10 Years
EmploymentType: Full-time,Permanent Job Description
The Manager, Talent Acquisition isresponsible for leading the recruitment strategy, specifically for technical roles, ensuring the organization attractsand hires top-tier tech talent. This role involves end-to-end recruitmentmanagement, including sourcing, screening, interviewing, offer negotiation, andonboarding coordination.
Roles and Responsibilities Talent Strategy & Planning
Develop andimplement technical hiring strategies aligned with business objectives.
Forecasthiring needs and build a strong technical talent pipeline.
Collaboratewith engineering and product teams to understand technical skill requirements.
Sourcing & Employer Branding
Leveragevarious sourcing channels (LinkedIn, GitHub, Stack Overflow, job portals, referrals,networking).
Buildrelationships with passive candidates and engage in proactive talent scouting.
Partner withmarketing to enhance the companys employer brand, specifically in the techcommunity.
Candidate Screening &Selection
Conduct initialtechnical screenings to assess candidate qualifications.
Coordinatewith technical teams to design and implement technical assessments (codingtests, system design interviews, case studies).
Ensure astructured interview process with a focus on both technical and cultural fit.
Hiring Process & StakeholderManagement
Manageend-to-end recruitment for technical roles (Software Engineers, DevOps, DataScientists, etc.).
Partner withhiring managers, engineers, and leadership to define job roles and hiringpriorities.
Ensure smoothinterview coordination, feedback collection, and selection decision-making.
Diversity & Inclusion(D&I) Initiatives
Drive diverse hiring strategies toattract underrepresented talent in tech.
Implement inclusive hiringpractices to reduce bias in recruitment.
Metrics & Reporting
Track and analyse key hiringmetrics (time-to-fill, offer acceptance rate, source effectiveness).
Use data-driven insights tooptimize the recruitment funnel and hiring process.
Recruitment Tools & Technology
Utilize Applicant Tracking Systems(ATS) and AI-powered tools for efficient hiring.
Stay updated with new hiring trends(e.g., AI-driven recruitment, hackathons, virtual hiring).
Offer Management & OnboardingSupport
Negotiate compensationpackages in alignment with market trends and company budget.
Ensure aseamless candidate experience from offer acceptance to onboarding.
Vendor & Agency Management
Partner withexternal recruitment agencies and technical assessment providers when needed.
Evaluatevendor performance and optimize partnerships for better results.
Continuous Improvement &Market Research
Stay updatedwith tech hiring trends, salary benchmarks, and emerging skills.
Continuouslyrefine hiring processes to improve efficiency and candidate experience.
Job Title: Assistant Manager TalentAcquisition
Department: Human Resources
Location: Bangalore/ Mumbai
Yearsof Experience: 7-10 Years
EmploymentType: Full-time,Permanent Job Description
The Manager, Talent Acquisition isresponsible for leading the recruitment strategy, specifically for technical roles, ensuring the organization attractsand hires top-tier tech talent. This role involves end-to-end recruitmentmanagement, including sourcing, screening, interviewing, offer negotiation, andonboarding coordination.
Roles and Responsibilities Talent Strategy & Planning
Develop andimplement technical hiring strategies aligned with business objectives.
Forecasthiring needs and build a strong technical talent pipeline.
Collaboratewith engineering and product teams to understand technical skill requirements.
Sourcing & Employer Branding
Leveragevarious sourcing channels (LinkedIn, GitHub, Stack Overflow, job portals, referrals,networking).
Buildrelationships with passive candidates and engage in proactive talent scouting.
Partner withmarketing to enhance the companys employer brand, specifically in the techcommunity.
Candidate Screening &Selection
Conduct initialtechnical screenings to assess candidate qualifications.
Coordinatewith technical teams to design and implement technical assessments (codingtests, system design interviews, case studies).
Ensure astructured interview process with a focus on both technical and cultural fit.
Hiring Process & StakeholderManagement
Manageend-to-end recruitment for technical roles (Software Engineers, DevOps, DataScientists, etc.).
Partner withhiring managers, engineers, and leadership to define job roles and hiringpriorities.
Ensure smoothinterview coordination, feedback collection, and selection decision-making.
Diversity & Inclusion(D&I) Initiatives
Drive diverse hiring strategies toattract underrepresented talent in tech.
Implement inclusive hiringpractices to reduce bias in recruitment.
Metrics & Reporting
Track and analyse key hiringmetrics (time-to-fill, offer acceptance rate, source effectiveness).
Use data-driven insights tooptimize the recruitment funnel and hiring process.
Recruitment Tools & Technology
Utilize Applicant Tracking Systems(ATS) and AI-powered tools for efficient hiring.
Stay updated with new hiring trends(e.g., AI-driven recruitment, hackathons, virtual hiring).
Offer Management & OnboardingSupport
Negotiate compensationpackages in alignment with market trends and company budget.
Ensure aseamless candidate experience from offer acceptance to onboarding.
Vendor & Agency Management
Partner withexternal recruitment agencies and technical assessment providers when needed.
Evaluatevendor performance and optimize partnerships for better results.
Continuous Improvement &Market Research
Stay updatedwith tech hiring trends, salary benchmarks, and emerging skills.
Continuouslyrefine hiring processes to improve efficiency and candidate experience.
Skills and Expertise required
Proven workexperience of 7 to 10 years in Talent acquisition with recent experience ofmanaging a team of TA specialists.
Technical & Industry Knowledge:
Understanding of technology roles Familiarity with software development,DevOps, data science, cloud computing, cybersecurity, etc.
Awareness of technical stacks & tools Basic understanding of programminglanguages (Java, Python, JavaScript, etc.), databases, cloud platforms, andframeworks.
Knowledge of hiring trends Awareness of tech hiring trends, salarybenchmarks, and talent market conditions. Global exposure and past experiencein hiring for roles outside India- US, UK, Africa, Egypt, Vietnam Etc
Sourcing & Recruitment Skills
Boolean Search & Passive Sourcing Expertise in sourcing candidates fromLinkedIn, Naukri, GitHub, Stack Overflow, and niche tech communities. Employer Branding & Outreach Ability to promote the company culture and attract top talent.
Pipeline Development Experiencein building and maintaining a strong talent pipeline.
Interview & CandidateAssessment Skills
Screening & Technical Interviewing Ability to conduct initial technicalscreenings and assess problem-solving abilities.
Behavioral & Cultural Fit Evaluation Skilled in structured interviews toassess cultural and team fit.
Competency-Based Hiring Experience in using assessment tools, codingchallenges, and technical case studies. Stakeholder & Team Management
Collaboration with Hiring Managers Ability to work closely with engineeringleaders, CTOs, and HR teams.
Cross-functional Coordination Liaison between HR, technical teams, andexternal agencies. Team Leadership Managingrecruiters and ensuring alignment with hiring goals.
Data-Driven Decision Making
Hiring Metrics & Analytics Ability to track and analyze hiring KPIs(time-to-fill, offer acceptance, source effectiveness).
ATS & Recruitment Tech Tools Experience with tools like Greenhouse,Lever, Workday, LinkedIn Recruiter, HackerRank, etc. Market Research & CompetitiveAnalysis Keeping up with industry benchmarks and workforce trends.
Negotiation & Offer Management
Salary Negotiation & Compensation Planning Understanding of market salarytrends, equity, and benefits. Candidate Experience Management Ensuring smooth communication, feedback loops, and a positive hiring journey.
Diversity, Equity, and Inclusion(DEI)
Diverse Hiring Strategies Experience in inclusive hiring practices to attractunderrepresented groups in tech.
Bias-Free Recruitment Implementing structured and fair hiring processes. Problem-Solving & ContinuousImprovement
Process Optimization Identifyinggaps in the hiring process and improving efficiency.
Agility & Adaptability Quickdecision-making in a fast-paced hiring environment.
Proven workexperience of 7 to 10 years in Talent acquisition with recent experience ofmanaging a team of TA specialists.
Technical & Industry Knowledge:
Understanding of technology roles Familiarity with software development,DevOps, data science, cloud computing, cybersecurity, etc.
Awareness of technical stacks & tools Basic understanding of programminglanguages (Java, Python, JavaScript, etc.), databases, cloud platforms, andframeworks.
Knowledge of hiring trends Awareness of tech hiring trends, salarybenchmarks, and talent market conditions. Global exposure and past experiencein hiring for roles outside India- US, UK, Africa, Egypt, Vietnam Etc
Sourcing & Recruitment Skills
Boolean Search & Passive Sourcing Expertise in sourcing candidates fromLinkedIn, Naukri, GitHub, Stack Overflow, and niche tech communities. Employer Branding & Outreach Ability to promote the company culture and attract top talent.
Pipeline Development Experiencein building and maintaining a strong talent pipeline.
Interview & CandidateAssessment Skills
Screening & Technical Interviewing Ability to conduct initial technicalscreenings and assess problem-solving abilities.
Behavioral & Cultural Fit Evaluation Skilled in structured interviews toassess cultural and team fit.
Competency-Based Hiring Experience in using assessment tools, codingchallenges, and technical case studies. Stakeholder & Team Management
Collaboration with Hiring Managers Ability to work closely with engineeringleaders, CTOs, and HR teams.
Cross-functional Coordination Liaison between HR, technical teams, andexternal agencies. Team Leadership Managingrecruiters and ensuring alignment with hiring goals.
Data-Driven Decision Making
Hiring Metrics & Analytics Ability to track and analyze hiring KPIs(time-to-fill, offer acceptance, source effectiveness).
ATS & Recruitment Tech Tools Experience with tools like Greenhouse,Lever, Workday, LinkedIn Recruiter, HackerRank, etc. Market Research & CompetitiveAnalysis Keeping up with industry benchmarks and workforce trends.
Negotiation & Offer Management
Salary Negotiation & Compensation Planning Understanding of market salarytrends, equity, and benefits. Candidate Experience Management Ensuring smooth communication, feedback loops, and a positive hiring journey.
Diversity, Equity, and Inclusion(DEI)
Diverse Hiring Strategies Experience in inclusive hiring practices to attractunderrepresented groups in tech.
Bias-Free Recruitment Implementing structured and fair hiring processes. Problem-Solving & ContinuousImprovement
Process Optimization Identifyinggaps in the hiring process and improving efficiency.
Agility & Adaptability Quickdecision-making in a fast-paced hiring environment.
How does success look like inthis role?
HiringExcellence Fillingtechnical (& non-tech) roles on time with high-quality candidates .
Employer Branding Increasing inbound applications & engagement intech communities.
Process Optimization Data-driven recruitment, reduced agencydependence, and efficient sourcing.
Candidate & Stakeholder Experience Smooth hiring journey, strongoffer acceptance, and collaboration with hiring managers.
Diversity & Inclusion Improved diverse representation in techteams.
Retention Impact Long-term hires who contribute and grow within thecompany.
Employer Branding Increasing inbound applications & engagement intech communities.
Process Optimization Data-driven recruitment, reduced agencydependence, and efficient sourcing.
Candidate & Stakeholder Experience Smooth hiring journey, strongoffer acceptance, and collaboration with hiring managers.
Diversity & Inclusion Improved diverse representation in techteams.
Retention Impact Long-term hires who contribute and grow within thecompany.
Employment Type: Full Time, Permanent
Read full job description
What people at Qure.ai are saying
Assistant Manager salary at Qure.ai
reported by
2
employees
with 6-10
years exp.
₹6.4
L/yr - ₹8.2
L/yr
15%
less
than the average Assistant Manager Salary in India
View more details
What Qure.ai employees are saying about work life
based on 33 employees
Flexible timing
Monday to Friday
No travel
Day Shift
Qure.ai Benefits
View more benefits
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