Senior Talent Acquisition Specialist – Non-Tech

Swish is building the next generation of food delivery, delivering fresh meals rapidly. Our business brings together product, technology, food, marketing, supply chain, and operations. As we grow, hiring the right people quickly is critical to building the business.
We are looking for a Senior Talent Acquisition professional to own end-to-end hiring for non-technical functions at Swish. You will partner closely with business leaders to understand hiring needs, build effective sourcing strategies, identify high-quality talent, and drive hiring closures. This role requires someone who can operate independently, handle multiple priorities, and consistently deliver on hiring outcomes without compromising on candidate quality.
You will be expected to go beyond managing interview pipelines and take ownership of the entire hiring process, from role intake to offer closure and joining.
What You'll Own
End-to-End Recruitment: Own hiring across non-technical functions such as Marketing, Growth, Product, Finance, HR, Business, Supply Chain, and other assigned teams.
Stakeholder Management: Partner with hiring managers to understand role requirements, success criteria, compensation expectations, and hiring priorities.
Sourcing Strategy: Build targeted sourcing strategies using LinkedIn, referrals, professional networks, databases, and other relevant channels.
Talent Mapping: Identify relevant companies, competing talent pools, and potential candidates for critical and niche roles.
Candidate Assessment: Screen candidates for skills, experience, motivation, ownership, and alignment with the role.
Hiring Execution: Manage interview coordination, feedback collection, pipeline tracking, and timely follow-ups with stakeholders.
Offer Management: Drive compensation discussions, manage candidate expectations, negotiate offers, and improve offer acceptance and joining rates.
Hiring Metrics: Track pipeline conversion, time-to-hire, source effectiveness, offer-to-join ratio, and other relevant hiring metrics.
Candidate Experience: Ensure timely communication, transparent conversations, and a positive candidate experience throughout the hiring process.
Process Improvement: Improve sourcing effectiveness, hiring turnaround time, and recruitment processes as Swish scales.
What We're Looking For
5+ years of experience in end-to-end Talent Acquisition, preferably in startups or high-growth organizations.
Proven experience hiring across multiple non-technical functions, including mid-senior and leadership roles.
Strong sourcing skills and the ability to identify and engage passive candidates.
Experience partnering directly with hiring managers and senior stakeholders.
Strong assessment, negotiation, and candidate closing skills.
Ability to manage multiple open positions while maintaining hiring quality.
Strong ownership, execution, and problem-solving skills.
Comfort working in an environment where priorities can change quickly and recruitment processes are still evolving.
Good to Have
Experience in consumer internet, food-tech, e-commerce, quick commerce, or other high-growth businesses.
Experience building teams from an early stage and hiring for roles with limited talent availability.
Strong understanding of compensation benchmarking and competitive talent markets.
Experience using an ATS and recruitment analytics to improve hiring outcomes.
What Success Looks Like
Consistent delivery against agreed hiring priorities.
Strong candidate quality and stakeholder satisfaction.
Faster hiring cycles without compromising on assessment standards.
Improved offer acceptance and joining rates.
Effective sourcing strategies with lower dependence on external agencies.
A predictable, well-managed recruitment pipeline with clear visibility for business leaders.

Work arrangement
No