{"id":3141319,"url":"https://alion.io/job/pointo-assistant-manager-talent-acquisition-hr","title":"Assistant Manager- Talent Acquisition & HR","company":{"id":4442735,"name":"Pointo","domain":"pointo.in","url":"https://alion.io/company/pointo-2","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Keka","truth_index":null},"role":"HR","role_family":"HR","seniority":"middle","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["India"],"countries":["IN"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":25000,"max":30000,"currency":"INR","period":"month","gross":null,"usd_annual":3804},"salary_estimate":null,"experience_years_min":3,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"LinkedIn","optional":false}],"status":"live","first_seen_at":"2026-10-23T07:59:28Z","employer_posted_date":"2026-10-23","last_verified_at":"2026-10-24T22:25:07Z","board_verified":true,"closed_at":null,"days_open":1,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":1},"description":"JOB DESCRIPTION\nAssistant Manager - Talent Acquisition\nTechnical & Business Hiring | High-Growth, Target-Driven Environment\nCompany Pointo (P2G Mobility Tech Pvt. Ltd.)DepartmentHuman Resources - Talent AcquisitionReporting ToTalent Acquisition ManagerLocationBarrackpore, West BengalEmployment TypeFull-timeAbout Pointo\nPointo is building a large-scale, closed-loop battery supply chain focused on EV battery distribution, leasing, servicing, and lifecycle management. As the business expands across markets and functions, timely access to the right talent is critical to revenue generation, operational continuity, and growth.\nRole Overview\nThe Assistant Manager - Talent Acquisition will manage end-to-end recruitment across technical and non-technical functions, including technology, product, data, Sales, Collections, Field Operations, Hub Operations, and corporate roles. The role requires a hands-on recruiter who can deliver against aggressive hiring targets, manage multiple urgent requisitions, build sourcing pipelines, and maintain accurate recruitment reporting.\nThis is an execution-heavy role with direct accountability for recruitment progress and joining outcomes. The successful candidate must be comfortable operating at pace, handling demanding stakeholders, and taking ownership of hiring challenges from requisition intake through joining.\nKey Responsibilities\n1. End-to-End Recruitment\nManage the complete recruitment lifecycle: requirement intake, sourcing, screening, interview coordination, selection, offer management, and joining follow-up.\nManage multiple concurrent requisitions across technical, business, frontline, managerial, and specialized roles.\nPrioritize critical and revenue-linked positions in line with approved manpower requirements and business urgency.\nMaintain active candidate pipelines for recurring, high-volume, and hard-to-fill positions.\nEnsure recruitment activity is tracked consistently from requisition opening through candidate joining.\n2. Technical Talent Acquisition\nDrive recruitment for software engineering, backend and frontend development, mobile applications, QA/testing, DevOps, IT, data analytics, database, product, and other technology roles as required.\nInterpret technical job descriptions, required technology stacks, experience levels, and role-specific competencies to support effective screening.\nPartner with technical hiring managers to calibrate candidate profiles, shortlist quality, interview stages, and selection criteria.\nUse targeted sourcing through Naukri, LinkedIn, referrals, technology communities, direct outreach, and specialist vendors where appropriate.\nManage technical hiring challenges including niche skill availability, compensation expectations, competing offers, notice periods, and candidate dropouts.\nMaintain candidate engagement and timely follow-up through technical interview stages, offer release, and joining.\n3. Business and Frontline Hiring\nManage recruitment across Sales, Collections, Field Operations, Customer Support, Hub Operations, and corporate functions.\nExecute high-volume, multi-location hiring aligned with business expansion and operational requirements.\nDevelop location-specific sourcing strategies for difficult markets and recurring frontline roles.\nCoordinate with hiring managers to accelerate shortlisting, interview feedback, and final decisions.\n4. Stakeholder Management\nWork closely with hiring managers to understand role requirements, priority, compensation range, and expected joining timelines.\nDrive timely feedback and decision-making through structured follow-ups and clear escalation of delays.\nCommunicate recruitment progress, risks, sourcing challenges, and expected closure dates transparently.\nHandle demanding stakeholders professionally while maintaining focus on agreed hiring outcomes.\n5. Sourcing Strategy and Candidate Conversion\nUse Naukri, LinkedIn, employee referrals, recruitment vendors, direct sourcing, and other relevant channels.\nBuild and maintain talent pools for recurring, critical, technical, and location-specific roles.\nTrack source effectiveness and recruitment funnel conversion to improve sourcing quality.\nManage compensation discussions and candidate expectations within approved salary structures.\nMonitor offer acceptance, counteroffers, notice periods, and non-joining reasons; take proactive steps to improve joining conversion.\n6. Recruitment MIS, Analytics and Governance\nMaintain accurate recruitment trackers and dashboards covering total requisitions, open, on-hold, offered, joined, revoked/cancelled, and pending positions.\nTrack Time-to-Hire, offer-to-joining conversion, joining achievement, funnel conversion, source effectiveness, and recruiter productivity.\nPrepare daily updates as needed and weekly/monthly recruitment reports for management review.\nIdentify bottlenecks and recommend corrective actions based on recruitment data.\nEnsure recruitment records, interview feedback, approvals, and candidate documentation are maintained in line with internal processes.\n7. Process Improvement and Coordination\nFollow established recruitment SOPs, approval matrices, and compensation approval processes.\nCoordinate with HR Operations for a smooth handover of confirmed joiners and pre-joining requirements.\nCoordinate with recruitment executives and external vendors, where applicable, to maintain hiring momentum.\nRecommend practical improvements to sourcing, screening, interview scheduling, reporting, and joining processes.\nWork Environment and Expectations\nPointo is a fast-paced, execution-focused business where manpower availability can directly affect revenue generation, market expansion, and operational continuity. Recruitment priorities may shift quickly as business needs evolve. This role is best suited to someone who is energized by measurable goals, rapid execution, and solving hiring challenges.\nHigh-pressure, target-driven environment: work toward clearly defined hiring and joining goals with regular performance reviews.\nStrong sense of urgency: respond quickly to changing priorities and keep critical requisitions moving.\nEnd-to-end ownership: remain accountable for progress from requirement intake through joining, rather than limiting involvement to sourcing or interview scheduling.\nMultiple priorities: manage several vacancies and locations simultaneously while maintaining candidate quality and data accuracy.\nStakeholder intensity: handle demanding business managers with professional communication, persistence, and constructive escalation.\nResilience and adaptability: remain composed and productive when hiring targets are challenging, candidate pipelines are limited, or priorities change.\nPerformance transparency: use accurate data to communicate progress, identify gaps, and take corrective action.\nThis is not a passive recruitment coordination role. It requires a hands-on professional who can take initiative, challenge bottlenecks constructively, and consistently work toward agreed business outcomes. High standards of professionalism, respectful communication, and responsible working practices are expected alongside urgency and accountability.\nKey Performance Indicators (KPIs)\nAchievement of assigned hiring and joining targets against approved manpower plans.\nTime-to-Hire and adherence to agreed recruitment timelines.\nOffer-to-joining conversion and reduction in candidate dropouts.\nQuality and relevance of shortlisted candidates.\nEffectiveness in closing critical, technical, and high-volume requisitions.\nRecruitment funnel conversion and sourcing channel effectiveness.\nAccuracy and timeliness of recruitment MIS and dashboards.\nHiring manager responsiveness and stakeholder satisfaction.\nCompliance with recruitment approvals, documentation, and process standards.\nSpecific monthly targets and service-level timelines will be agreed based on requisition volume, role complexity, location, and business priority.\nQualifications and Experience\nMBA/PGDM in Human Resources or a relevant qualification preferred.\nTypically 3-5 years of hands-on Talent Acquisition experience.\nDemonstrable exposure to technical hiring for software engineering, product, IT, data, or related technology roles.\nExperience in high-volume Sales, Collections, Field Operations, or other frontline recruitment is strongly preferred.\nExperience managing multi-location hiring and working directly with business stakeholders.\nHands-on proficiency in Naukri, LinkedIn, Excel, recruitment trackers, and HRMS/ATS tools.\nCore Competencies\nStrong sourcing, screening, and candidate assessment skills.\nAbility to understand technical job descriptions and screen for relevant skills and experience.\nExcellent follow-up discipline, negotiation, and candidate engagement.\nData-driven approach to recruitment planning, funnel analysis, and reporting.\nPrioritization, problem-solving, and execution under pressure.\nProfessional communication, stakeholder management, resilience, and accountability.\nIdeal Candidate\nThe ideal candidate has worked in a startup, fintech, EV, automotive, mobility, SaaS, logistics, or another high-growth business where recruitment delivery is closely linked to business performance. They can switch between specialized technical hiring and high-volume business recruitment, operate independently, and communicate hiring risks early.\nCandidates seeking a predictable, low-pressure recruitment coordination role with limited ownership may not find this position suitable.\nWhat Success Looks Like\nSuccess means delivering reliable hiring outcomes, maintaining visibility over every active requisition, improving candidate conversion, and enabling business teams to meet approved manpower requirements. 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