Retail Talent Acquisition Lead

2 weeks ago


bangalore district, India Aramya Full time

About Aramya Our vision is to build some of the world’s most loved fashion and lifestyle brands — and enable people to express themselves. With a fast-moving team driven by creativity, technology, and customer obsession, we’re building a movement that celebrates every woman’s unique journey. We’re well funded, with $12M raised from marquee investors like Accel, Z47, and industry veterans. Our first brand, Aramya, launched in 2024, achieved ₹40 Cr in revenue in its very first year, powered by a proprietary supply chain, in-house manufacturing, and data-led design. Today, we’re operating at a ₹200 Cr ARR and scaling fast. About the Opportunity Aramya is just getting started: 4 thriving stores in Bangalore and many more in the pipeline. We’re targeting 50 stores in the next 12–18 months—and we’re hiring a TA Lead, Retail (Bengaluru) to power that growth. As TA Lead Retail, 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: Lead 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. Ensure a smooth and positive candidate experience, from first touchpoint to onboarding. An ideal candidate would have: 5+ 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.



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