We are looking for a hands-on Lead Recruiter – Non-Technology with 6–8 years of end-to-end recruitment experience in fast-paced startup or scale-up environments. This is an individual contributor role with complete ownership of assigned non-technology hiring mandates. The person will independently manage a combination of volume, niche, mid-level, senior, and business-critical hiring across sales, marketing, operations, academics, customer success, finance, HR, and other business functions. While the role does not involve formal team management, the individual will be expected to share recruitment best practices, support peers on difficult mandates, and contribute to improving the overall capability of the Talent Acquisition team. Roles & Responsibilities Independently manage end-to-end recruitment for non-technology roles, from requirement intake to candidate joining. Partner closely with hiring managers and business leaders to understand role requirements, team structures, business priorities, and closure timelines. Own hiring across sales, admissions, counselling, marketing, growth, operations, customer success, finance, legal, HR, academics, training, partnerships, and other corporate functions. Build and execute hiring strategies for volume, niche, mid-level, senior, and business-critical roles. Source candidates through LinkedIn Recruiter, job portals, referrals, databases, Boolean search, market mapping, recruitment agencies, social platforms, and direct outreach. Design scalable sourcing and screening approaches for high-volume hiring while maintaining candidate quality and experience. Evaluate candidates for functional capability, communication skills, past performance, role fit, motivation, and startup readiness. Conduct initial screening conversations and provide hiring managers with well-assessed candidate shortlists. Manage interview coordination, candidate communication, stakeholder follow-ups, and movement across the hiring funnel. Handle compensation discussions, offer negotiations, counter-offers, documentation, and joining follow-ups. Build and maintain pipelines for recurring, high-volume, and hard-to-fill roles. Conduct talent mapping and market research for specialised and senior non-technology positions. Plan and execute hiring drives, database campaigns, referral initiatives, walk-ins, and targeted outreach programmes where required. Track hiring metrics, including time-to-fill, source effectiveness, funnel conversion, recruiter productivity, offer acceptance, and offer-to-joining ratio. Maintain accurate and timely recruitment data on the Applicant Tracking System. Provide regular hiring updates and proactively highlight risks, delays, compensation challenges, and market constraints. Ensure a professional and positive candidate experience throughout the hiring process. Share sourcing techniques, market insights, screening practices, and hiring learnings with other recruiters. Support peers on complex mandates when required, without carrying formal people-management responsibilities. Continuously improve sourcing channels, candidate communication, interview processes, and hiring outcomes. Skills & QualificationsMust-Have 6–8 years of hands-on, end-to-end non-technology recruitment experience. Strong experience hiring across multiple business and corporate functions. Demonstrated success managing volume, niche, mid-level, senior, and critical hiring mandates. Experience working in startups, scale-ups, consumer businesses, EdTech, or other fast-paced organisations. Strong sourcing expertise using LinkedIn Recruiter, job portals, Boolean search, referrals, databases, agencies, market mapping, and direct outreach. Experience managing both high-volume recruitment and specialised or senior hiring. Ability to independently manage multiple roles, functions, and business priorities. Strong stakeholder management and hiring-manager partnership skills. Experience handling candidate engagement, compensation discussions, offer negotiations, and joining follow-ups. Good understanding of recruitment funnels, hiring metrics, volume-hiring productivity, and Applicant Tracking Systems. Strong communication, negotiation, problem-solving, and influencing skills. High levels of ownership, agility, urgency, maturity, and accountability. Preferred Experience hiring across sales, admissions, counselling, marketing, growth, operations, customer success, finance, HR, academics, training, partnerships, and other corporate functions. Experience managing large hiring drives, database campaigns, or recurring volume requirements. Experience closing specialised or senior roles through proactive sourcing and market mapping. Exposure to recruitment analytics, compensation benchmarking, and talent intelligence. Experience working with recruitment agencies, job portals, and external sourcing partners. Exposure to employer branding, campus hiring, referral programmes, walk-ins, and recruitment campaigns. Education Graduate or postgraduate degree in Human Resources, Business Administration, or a related discipline. Culture & Opportunity Complete ownership of high-impact non-technology hiring mandates. Direct partnership with business and functional leaders. Exposure to volume, niche, critical, and senior hiring across functions. Opportunity to build deep expertise as a senior individual contributor. Fast-paced startup environment that values ownership, agility, accountability, and execution.