Assistant Manager- Talent Acquisition & HR

JOB DESCRIPTION

Assistant Manager – Talent Acquisition

Technical & Business Hiring | High-Growth, Target-Driven Environment

• Company Pointo (P2G Mobility Tech Pvt. Ltd.)
• Department Human Resources – Talent Acquisition
• Reporting To Talent Acquisition Manager
• Location Barrackpore, West Bengal
• Employment Type Full-time

About Pointo

Pointo 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.

Role Overview

The 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.

This 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.

Key Responsibilities

1. End-to-End Recruitment

• •Manage the complete recruitment lifecycle: requirement intake, sourcing, screening, interview coordination, selection, offer management, and joining follow-up.
• •Manage multiple concurrent requisitions across technical, business, frontline, managerial, and specialized roles.
• •Prioritize critical and revenue-linked positions in line with approved manpower requirements and business urgency.
• •Maintain active candidate pipelines for recurring, high-volume, and hard-to-fill positions.
• •Ensure recruitment activity is tracked consistently from requisition opening through candidate joining.

2. Technical Talent Acquisition

• •Drive recruitment for software engineering, backend and frontend development, mobile applications, QA/testing, DevOps, IT, data analytics, database, product, and other technology roles as required.
• •Interpret technical job descriptions, required technology stacks, experience levels, and role-specific competencies to support effective screening.
• •Partner with technical hiring managers to calibrate candidate profiles, shortlist quality, interview stages, and selection criteria.
• •Use targeted sourcing through Naukri, LinkedIn, referrals, technology communities, direct outreach, and specialist vendors where appropriate.
• •Manage technical hiring challenges including niche skill availability, compensation expectations, competing offers, notice periods, and candidate dropouts.
• •Maintain candidate engagement and timely follow-up through technical interview stages, offer release, and joining.

3. Business and Frontline Hiring

• •Manage recruitment across Sales, Collections, Field Operations, Customer Support, Hub Operations, and corporate functions.
• •Execute high-volume, multi-location hiring aligned with business expansion and operational requirements.
• •Develop location-specific sourcing strategies for difficult markets and recurring frontline roles.
• •Coordinate with hiring managers to accelerate shortlisting, interview feedback, and final decisions.

4. Stakeholder Management

• •Work closely with hiring managers to understand role requirements, priority, compensation range, and expected joining timelines.
• •Drive timely feedback and decision-making through structured follow-ups and clear escalation of delays.
• •Communicate recruitment progress, risks, sourcing challenges, and expected closure dates transparently.
• •Handle demanding stakeholders professionally while maintaining focus on agreed hiring outcomes.

5. Sourcing Strategy and Candidate Conversion

• •Use Naukri, LinkedIn, employee referrals, recruitment vendors, direct sourcing, and other relevant channels.
• •Build and maintain talent pools for recurring, critical, technical, and location-specific roles.
• •Track source effectiveness and recruitment funnel conversion to improve sourcing quality.
• •Manage compensation discussions and candidate expectations within approved salary structures.
• •Monitor offer acceptance, counteroffers, notice periods, and non-joining reasons; take proactive steps to improve joining conversion.

6. Recruitment MIS, Analytics and Governance

• •Maintain accurate recruitment trackers and dashboards covering total requisitions, open, on-hold, offered, joined, revoked/cancelled, and pending positions.
• •Track Time-to-Hire, offer-to-joining conversion, joining achievement, funnel conversion, source effectiveness, and recruiter productivity.
• •Prepare daily updates as needed and weekly/monthly recruitment reports for management review.
• •Identify bottlenecks and recommend corrective actions based on recruitment data.
• •Ensure recruitment records, interview feedback, approvals, and candidate documentation are maintained in line with internal processes.

7. Process Improvement and Coordination

• •Follow established recruitment SOPs, approval matrices, and compensation approval processes.
• •Coordinate with HR Operations for a smooth handover of confirmed joiners and pre-joining requirements.
• •Coordinate with recruitment executives and external vendors, where applicable, to maintain hiring momentum.
• •Recommend practical improvements to sourcing, screening, interview scheduling, reporting, and joining processes.

Work Environment and Expectations

Pointo 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.

• •High-pressure, target-driven environment: work toward clearly defined hiring and joining goals with regular performance reviews.
• •Strong sense of urgency: respond quickly to changing priorities and keep critical requisitions moving.
• •End-to-end ownership: remain accountable for progress from requirement intake through joining, rather than limiting involvement to sourcing or interview scheduling.
• •Multiple priorities: manage several vacancies and locations simultaneously while maintaining candidate quality and data accuracy.
• •Stakeholder intensity: handle demanding business managers with professional communication, persistence, and constructive escalation.
• •Resilience and adaptability: remain composed and productive when hiring targets are challenging, candidate pipelines are limited, or priorities change.
• •Performance transparency: use accurate data to communicate progress, identify gaps, and take corrective action.

This 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.

Key Performance Indicators (KPIs)

• •Achievement of assigned hiring and joining targets against approved manpower plans.
• •Time-to-Hire and adherence to agreed recruitment timelines.
• •Offer-to-joining conversion and reduction in candidate dropouts.
• •Quality and relevance of shortlisted candidates.
• •Effectiveness in closing critical, technical, and high-volume requisitions.
• •Recruitment funnel conversion and sourcing channel effectiveness.
• •Accuracy and timeliness of recruitment MIS and dashboards.
• •Hiring manager responsiveness and stakeholder satisfaction.
• •Compliance with recruitment approvals, documentation, and process standards.

Specific monthly targets and service-level timeline