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Recruitment Specialist

2 months ago

chennai, India YaClass Full time

Job Title: HR - Recruitment Specialist




Job description and KPI

Job Title: HR Recruitment Specialist

Location: Chennai, India

Work Schedule: 5 days per week (fixed 2 days off)

Package: Up to ₹6.60 LPA


Company Profile:

YaClass is a European Edtech organization that expanded to India in 2019. The company specializes in training students in classes 6 to 10 in Math, Science, English, etc. Our platform offers personalized learning experiences through AI-driven software and professional mentoring.



Role Overview:

The HR Recruitment Specialist at Pumpa is essential in driving the company’s growth by sourcing, attracting, and hiring top talent across various functions, including academics, sales, product development, and technology. In India’s highly competitive ed-tech landscape, this role ensures that Pumpa attracts the right candidates efficiently and cost-effectively, all while promoting a positive candidate experience and enhancing Pumpa’s employer brand. You will play a key role in executing Pumpa’s short-term and long-term talent acquisition strategy, which is critical to the company’s expansion and success.


Key Responsibilities:


  • Talent Acquisition Strategy: Collaborate with department heads (sales, product, technology, and academics) to assess staffing needs and align recruitment efforts with Pumpa’s growth goals.
  • Candidate Sourcing: Use various sourcing methods (job portals such as Naukri and , social media, educational institutions, industry events, and employee referrals) to build a strong pipeline of candidates for different roles.
  • Screening and Selection: Review resumes, conduct phone screenings, coordinate interviews, and use data-driven tools to assess candidate skills and fit for the role.
  • Full-Cycle Recruitment: Manage the recruitment process from first contact to offer acceptance, ensuring an efficient process with strong candidate engagement throughout.
  • Employer Branding: Collaborate with the marketing team to promote Pumpa’s employer brand in the ed-tech space, and develop materials and strategies that appeal to talent in a competitive job market.
  • Metrics Tracking: Track key recruitment performance metrics (e.g., time to fill, cost per hire, quality of hire), and regularly analyze data to optimize recruitment processes.
  • Candidate Experience: Ensure a smooth, professional experience for all candidates, from initial contact to onboarding, providing timely feedback and managing expectations.
  • Onboarding Support: Work closely with HR Administration to ensure seamless onboarding for new hires, preparing them for success in Pumpa’s fast-paced environment.
  • Compliance: Ensure all recruitment processes comply with labour laws and internal company policies, maintaining fairness and transparency.


Skills and Qualifications:


  • Experience: 2-5 years of experience in recruitment or talent acquisition, ideally in tech, education, or startup environments.
  • Industry Knowledge: Familiarity with the Indian ed-tech market, particularly in recruiting for roles related to product development, sales, customer support, and academic content creation.
  • Sourcing Expertise: Proven ability to source high-demand candidates using multiple channels, particularly for technical and sales roles.
  • Communication and Negotiation: Strong communication and negotiation skills, aligning candidate expectations with company budgets while attracting top talent.
  • Tech-Savvy: Experience with ATS systems (e.g., Workday, BambooHR) and sourcing tools like Recruiter and Naukri.
  • Data-Driven: Ability to analyze recruitment metrics (e.g., time-to-hire, conversion rates, offer acceptance) and use data to make informed hiring decisions.
  • Cultural Fit: Strong ability to assess a candidate’s fit within Pumpa’s innovative, fast-paced, and evolving culture in the ed-tech sector.


Key Performance Indicators (KPIs):


Time to Fill: Average number of days taken to fill open positions.

Offer Acceptance Rate: Percentage of job offers accepted by candidates.

Cost per Hire: Total recruitment cost divided by the number of successful hires.

Quality of Hire: Measured by the performance of new hires after 6-12 months in terms of retention and productivity.

Candidate Pipeline Health: Number of qualified candidates available for ongoing and future hiring needs.


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