Talent Acquisition Consultant
EmployLabs
- Experience
- 4–6 years
- Location
- Remote (India preferred) / Hybrid · Hybrid
- Job type
- Full-time
- Full-Cycle Recruitment
- Structured Thinking & Problem Decomposition
- Recruitment Funnel Analytics
- Client Relationship Management
- AI Tool Fluency
- Candidate Assessment Interpretation
- Offer Management & Negotiation
About the role
Translate ambiguous client mandates into executable candidate profiles. Monitor and diagnose pipeline health in real time. Run structured client intake and calibration calls. Deliver shortlists with structured hire/no-hire recommendations. Manage AI platform outputs with human judgment overlay. Drive offer stage through to acceptance. Build account depth and spot expansion signals. Operate as a generalist across domains and seniority levels.
What you’ll do
- Convert a raw, often vague client brief into a structured, platform-ready candidate specification — defining must-haves, deal-breakers, strong preferences, and red flags with enough precision that the AI sourcing engine can execute against it without further human clarification.
- Read live funnel metrics — top-of-funnel volume, screening pass rate, assessment completion, ghost rate, time-in-stage — and diagnose the root cause of funnel failures before they become client-visible problems. Fix the root cause, not the symptom.
- Lead structured intake conversations that extract non-negotiables, set realistic funnel expectations, calibrate the client on market realities, and lock the mandate spec. Push back on unrealistic requirements with data and structured reasoning.
- Present shortlisted candidates with a clear recommendation, fit rationale, and structured interview synthesis — not a stack of resumes. The client buys the consultant's judgment layered on top of AI assessment outputs.
- Use Naira's interview reports, Zia's engagement signals, and the candidate search engine as starting inputs — not final answers. Apply human judgment to catch what the platform cannot: company fit signals, recent career moves, compensation risk, and contextual red flags.
- Own the offer stage end-to-end — from final round through offer letter to acceptance. Manage both candidate and client sides simultaneously, anticipate drop-off risks, and intervene before a candidate goes cold or a client delays.
- Convert delivery excellence into account growth — become the talent partner the hiring manager thinks of first. Identify expansion signals (new teams, unopened roles, referrals) and convert relationships into new mandates over time.
What we’re looking for
Must have
- Full-Cycle Recruitment
- Structured Thinking & Problem Decomposition
- Recruitment Funnel Analytics
- Client Relationship Management
- AI Tool Fluency
- Candidate Assessment Interpretation
Nice to have
- Structured Assessment Framework Design
- Recruitment Process Design
- Business Development
- RPO or Agency Recruitment Background
- LLM Prompt Engineering
What makes this role challenging
- The role requires the ability to push back on a founder/hiring manager — not just a mid-level client. The consultant reports to the Founder, which means they must be comfortable disagreeing with authority figures using data and structured reasoning, not just deferring.
- The platform is described as 'evolving weekly' — this means the consultant must be comfortable with a moving target. Processes, tools, and workflows will change frequently. Candidates who need stable, documented processes to operate effectively will struggle.
- The role requires the consultant to make the platform smarter by tagging judgment calls with clean reasoning. This is a hidden data contribution role — the consultant is not just delivering mandates, they are training the system. Candidates who don't think in structured, documentable terms will not contribute to this.
- The generalist requirement is more demanding than it appears. Being comfortable on a CFO mandate AND a Senior SRE mandate in the same week requires the ability to calibrate quickly on unfamiliar domains using second-order questions — not domain knowledge. Candidates who rely on domain familiarity to add value will fail on unfamiliar mandates.
- The uncapped variable compensation structure means the consultant's earnings are directly tied to placement outcomes. This is a performance-based role in practice, even though it is framed as a consulting role. Candidates who are risk-averse about variable compensation will underperform or leave.
- The role requires the consultant to hold clients accountable — including slow feedback, scope creep, and unclear must-haves. This is a hidden conflict management skill. Candidates who are conflict-avoidant will not flag client-side funnel killers, which will result in mandate failures.
- Working with an AI interviewer (Naira) means the consultant must be comfortable with a non-human first-round interview process. Some candidates and clients will push back on this. The consultant must be able to defend the AI interview process credibly to skeptical clients.
What success looks like
- First 30 days
- Has completed onboarding on all platform tools — Naira, Zia, candidate search engine, pipeline analytics dashboard; Has run at least 2 structured intake calls independently and produced locked candidate profiles; Has reviewed at least 5 Naira interview reports and submitted written hire/no-hire recommendations with rationale; Has identified at least one funnel failure mode on an active mandate and documented the diagnosis; Has submitted at least 3 platform feedback tags documenting judgment call overrides
- First 60 days
- Has delivered at least 2 shortlists with structured hire/no-hire recommendations accepted by clients; Has managed at least one offer stage through to acceptance; Has diagnosed and fixed at least one funnel failure — not just identified it; Has pushed back on at least one client requirement with market data and changed the outcome; Has demonstrated AI output validation — identified at least one case where the platform output was wrong and documented the correction
- First 90 days
- Has closed at least 2 mandates end-to-end with offer acceptance; Has maintained a client satisfaction score above 8/10 across all active accounts; Has identified at least one expansion signal in an existing account and converted it into a new mandate conversation; Has built at least one compounding workflow using platform tools that reduces time-to-first-shortlist; Has contributed structured feedback that has been incorporated into platform improvement — documented judgment calls that changed how the system operates
Employ Labs
Job description
Talent Acquisition Consultant
Full-Time · 4–6 Years Experience · India (Remote / Hybrid)
Department
Talent Operations
Reports to
Founder / Head of Recruitment
Location
Remote (India preferred) / Hybrid
Experience
4–6 Years in Recruitment or Talent Acquisition
Employment
Full-Time
Compensation
Best in Market (Fixed + Uncapped Variable)
About Employ Labs
Employ Labs is an AI-native recruitment company. We've built a hiring stack that does the heavy lifting recruiters spend their day on — sourcing at scale, structured first-round interviews through our AI interviewer Naira, continuous candidate engagement, and live pipeline analytics that flag risk before a mandate breaks. The mechanical parts of the job are automated, so what our recruiters do is fundamentally different from anywhere else.
The opportunity
You're not a sourcer. You're not a scheduler. Your job is to make the hiring funnel work — for every mandate, across every domain. That means translating ambiguous client briefs into sharp candidate profiles, spotting when a pipeline is breaking and fixing it before the client notices, owning the client relationship end-to-end, and being equally credible on a Senior SRE mandate or a CFO mandate.
This is a generalist role by design. You'll see five-plus industries in your first quarter, and we hire for one thing above all: the ability to take an ambiguous problem, break it into parts, and arrive at a structured solution. The platform handles domain depth so you can focus on logical clarity, calibration, and judgment.
Key responsibilities
- Pipeline Ownership
Translate every new mandate into a structured candidate profile — must-haves, deal-breakers, strong preferences, red flags — that the platform can execute against.
Calibrate non-negotiables with the client during intake. Don't accept ambiguous briefs — push back, ask the second-order questions, lock the spec.
Monitor live pipeline health: top-of-funnel volume, screening pass rate, assessment completion, ghost rate, time-in-stage.
Diagnose what's killing a funnel — over-tight profile, weak outreach, broken assessment, candidate-side ghosting — and fix the root cause.
Make judgment calls when you disagree with the platform, and tag the reason cleanly so the system gets smarter from your input.
- Client Coordination
Run structured intake calls: walk the client through the candidate profile, calibrate non-negotiables, set funnel expectations, agree on shortlist cadence.
Deliver shortlists with a clear hire/no-hire recommendation, fit rationale, and structured interview synthesis — not a stack of resumes.
Drive the offer stage with persistent follow-through on both candidate and client sides, from final round through offer acceptance.
Hold the client accountable too — slow feedback, scope creep, and unclear must-haves are funnel killers, and it's your job to flag them.
Build trust over time: share market intelligence, flag expansion signals, earn the right to open new mandates inside the same account.
- Working with the AI Platform
Use our AI agents to research the client, define the candidate profile, and build the assessment framework before sourcing begins. You review, refine, and approve — you don't redo from scratch.
Review Naira's structured interview reports — our proprietary AI interviewer. Your judgment on top of the assessment is what the client buys.
Read Zia's candidate engagement signals — sentiment shifts, ghosting risk, deal-breaker mentions — and intervene before a candidate drops.
Use the platform's candidate search outputs as the starting pool, not the ending one. Add your judgment on company fit, recent moves, and signals the engine can't see.
- Business Development (Earned Over Time)
Build account depth — become the talent partner the hiring manager thinks of first.
Spot expansion signals — new teams, unopened roles, referrals out — and convert relationships into new mandates over time.
What We're looking for
Required
4–6 years of full-cycle recruitment — agency, RPO, in-house, or a mix. You've owned mandates end-to-end.
Structured thinker. When a problem is ambiguous, you break it into parts, identify the variables, and arrive at a defensible solution. We hire for this above everything else.
Funnel literacy. You read pass rates, conversion rates, and time-in-stage as primary signals. You can articulate why a funnel is broken in concrete terms.
Generalist by appetite. Domain-agnostic — as comfortable on a CFO mandate as a Senior Backend Engineer one. Your value is logical clarity, not domain familiarity.
Strong client operator. You can run a calibration call, push back on a hiring manager, and deliver bad news with structure.
AI-native, not AI-curious. You don't just use ChatGPT — you've built workflows that compound. You'll know when an AI output is wrong.
Proactive learner. The platform is new. We don't expect you to know it. We expect you to want to learn it — fast, and on your own initiative.
High ownership. When a mandate stalls, your first instinct is to find the failure mode — not to escalate or wait.
Nice to have
Exposure to structured assessment frameworks (competency-based, scorecard-driven, rubric-based).
Experience building or refining a recruitment process from scratch — early-stage, RPO setup, or new desk.
Genuine BD appetite — you want to own client conversations, not stay heads-down on delivery forever.
Why join Employ Labs
An AI platform no other recruitment company has. Multi-agent profile generation, a proprietary AI interviewer, candidate engagement automation, and a candidate search engine — built in-house, evolving weekly.
You're a consultant, not an operator. Mechanical work is automated. Your day is judgment, calibration, and client relationships — the parts of recruitment that compound into a career.
Five-plus industries in your first quarter. Generalist range becomes your moat, and the AI platform is what makes that range possible without sacrificing quality.
Founder-adjacent, with a real path from consultant to account owner. Your delivery, judgment calls, and client conversations directly shape how the product evolves.
Compensation that respects what you bring. Best-in-market fixed plus uncapped variable tied to placement and BD outcomes. Top performers earn meaningfully above benchmark.
How to apply
If you don't have a story like that, tell us about a time you pushed back on a client brief and changed the outcome. We're hiring for structured judgment — the best way to show it is to demonstrate it.