Senior Talent Acquisition Specialist

Procurement functions in >80% companies are run on email/excel/phone calls - leading to inefficiencies, delays in procurement and cost leakages up to 20%. Procol is a platform to help procurement go from legacy, manual, excel / email based processes to automated systems - becoming ~50% efficient, 2x faster, and delivering 2-10% overall cost savings.
Founded in 2018, Procol's solutions have been securely deployed at many $1B+ global companies helping procurement teams reduce costs, digitize procurements, and improve compliance by replacing emails and Excel workflows with the world's most easy-to-use and secure procurement platform managing a spend of $5Bn+. Procol is rated 4.9/5 by trusted enterprises on G2 and has been featured by Forbes.
We're a team of ex-Google New York, Zomato, OYO who've worked at high-impact, growth companies and believe that we're on the journey of building one. We are backed by investors like Blume Ventures, Peak XV Surge, Beenext, and Rainmatter.
Hiring for Senior Talent Acquisition Specialist
At Procol, Talent Acquisition is more than just filling open positions—it’s about understanding the business, identifying exceptional talent, and building teams that can shape the future of the company. Our talent team works closely with hiring managers and leadership to understand what great looks like, build strong talent pipelines, and create a thoughtful candidate experience from first conversation to offer.
We’re looking for someone who thrives in a fast-paced startup environment, has a strong understanding of end-to-end recruitment, and is passionate about finding high-quality talent for challenging roles. If you’re someone who can spot exceptional talent, build meaningful relationships, and balance speed with quality, this is the place for you.
What you will do
Own End-to-End Hiring: Take complete ownership of the recruitment lifecycle—from understanding requirements and sourcing candidates to interviewing, closing, and onboarding—across multiple functions and levels.
Partner with Hiring Managers: Work closely with founders, business leaders, and hiring managers to understand hiring needs, define ideal candidate profiles, calibrate on talent, and build effective hiring strategies.
Build Strong Talent Pipelines: Proactively identify and engage high-quality candidates through LinkedIn, referrals, communities, networks, and other creative sourcing channels, building pipelines even before roles open.
Drive Quality Hiring: Go beyond matching resumes to job descriptions by evaluating candidates for skills, potential, cultural alignment, and long-term fit with the organization.
Own Candidate Experience: Act as a trusted point of contact for candidates throughout the process, ensuring clear communication, timely feedback, and a thoughtful experience at every stage.
Close Exceptional Talent: Build strong relationships with candidates, understand their motivations and aspirations, effectively communicate the opportunity, and drive successful offer closures.
Innovate and Improve: Continuously experiment with new sourcing strategies, tools, channels, and processes to improve hiring efficiency, quality, and speed.
Build Employer Brand: Help strengthen Procol’s talent brand by creating compelling candidate touchpoints, leveraging employee networks, and identifying opportunities to attract top talent.
Use Data to Drive Hiring: Track and analyze recruitment metrics such as pipeline health, source effectiveness, conversion rates, time-to-hire, and offer acceptance to continuously improve the hiring process.
Contribute Strategically: Bring market intelligence and talent insights to the business, helping leaders understand talent availability, compensation trends, competitive hiring practices, and evolving candidate expectations.
What would you bring to the table
3–6 years of experience in Talent Acquisition or recruitment, preferably within a fast-paced startup, technology, or B2B SaaS environment.
Strong experience managing end-to-end recruitment across multiple functions, with a proven track record of hiring high-quality talent.
Excellent sourcing and headhunting skills, with the ability to identify and engage passive candidates through creative and structured approaches.
Strong stakeholder management skills, with the ability to partner effectively with senior leaders and hiring managers and influence hiring decisions.
Demonstrated ability to evaluate talent beyond the resume, with strong interviewing, assessment, and candidate evaluation skills.
A strong candidate-first mindset, with excellent communication and relationship-building skills.
Proven ability to close candidates and navigate compensation discussions, counteroffers, competing offers, and other challenges in the hiring process.
Strong understanding of talent markets, compensation benchmarks, and hiring trends, with the ability to translate these insights into actionable hiring strategies.
A data-driven approach to recruitment, with the ability to use hiring metrics to identify bottlenecks and improve processes.
A high degree of ownership, hustle, and adaptability, with the ability to operate independently and manage multiple priorities in a fast-moving startup environment.
A passion for building teams and a genuine curiosity about people, products, and businesses.

Work arrangement
No