Retail Talent Acquisition
Confirmed on the employer's own hiring board on Oct 18, 2026. First seen by Alion on Sep 25, 2026.
About Aramya
Our vision is to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. We are well-funded, with $20M raised from marquee investors like Accel, Z47, and industry veterans.
Aramya is a 100 Cr+ NMV fashion & lifestyle company backed by Accel and Z47. We're building a customer-led portfolio: Aramya (daily wear), Tavira by Aramya (festive), and a new brand in stealth, going live in H2 2026.
Current Retail footprint: 14 stores in Bengaluru (and a few more are yet to go live).
Opening next: Hyderabad and Chennai. Pune, Ahmedabad and Mumbai in the pipeline.
Website:www.aramya.in
Our Team:https://shorturl.at/l6uYJ
About the opportunity
Aramya is just getting started: 14 thriving stores in Bangalore and many more in the pipeline. We are targeting 100 stores in the next 12-18 months. To anchor this aggressive footprint, we are hiring a Retail Talent Acquisition.
As a Retail TA, you’ll own the end-to-end hiring engine for our stores-workforce planning, sourcing, pipelines, assessments, and offers-building high-velocity, high-quality teams that bring the Aramya experience to life in every new store and every city.
Key responsibilities
End-to-end hiring for store-level roles: Store Managers, Cluster Managers, Sales Staffs, Visual Merchandisers, Support Staff etc.
Collaborate closely with Retail Ops to onboard the talent for each store.
Build a predictable hiring engine using a mix of channels: job boards, walk-ins, referrals, agencies, and campus hiring.
Maintain an active talent pipeline across regions to reduce TAT and support rapid scale.
Drive performance metrics: offer-to-join ratio, TAT, cost per hire, and role-wise effectiveness.
Run engaging hiring campaigns to promote Aramya as a preferred employer in the fashion retail space.
Key skills & qualifications
1+ yrs of experience handling bulk hiring and managing timelines across multiple openings, preferably in high-growth or startup environments.
Deep understanding of frontline talent-what drives them, how to evaluate them, and how to retain them.