Talent Acquisition Lead

Job Information

Division: Online 

Age Bracket: 25-36 years

Position Available: 1

Shift Schedule: Mon-Sat 9:00 AM-6:00 PM

Area: Block 9, Clifton

Chapal is an emerging yet a globally-recognized company providing a reliable platform to deploy cloud infrastructure using high-end and purpose-built data centres. Probably having the fastest cloud platform across the world, the rapidly-growing startups and large enterprises trust Chapal to run their databases and applications with minimum latency in order to become faster, more innovative and agile. With us, the clients get to discover and break the boundaries of scalability, performance and reliability. Our platform is ideal for high-end traffic platforms where availability is critical. In short, we build custom solutions that matches the unique needs of our clients. As our client base is rapidly growing and covers every industry there is, Chapal is becoming one of the leading cloud service providers operating from Pakistan.

Role Overview

The Talent Acquisition Lead owns the end-to-end hiring function for the organisation. This is a founding-level individual contributor role, there is no team beneath you on day one.

You are responsible for designing, building and executing the entire hiring system from sourcing strategy to candidate evaluation and closing and for ensuring that every hire meets a high and consistent quality bar.

This role exists to permanently fix the persistent pattern of poor hires and unfilled roles due to over-reliance on inbound job boards.

You are accountable not only for filling roles, but for the quality, speed and retention of every hire.

You operate with full autonomy and have final authority over hiring process standards and candidate quality decisions.

Job Responsibilities

1. Talent Sourcing & Pipeline Building

• Design and own a proactive sourcing strategy for every open role, no reliance on inbound applications
• Identify and use the right sourcing channels per role (LinkedIn outreach, communities, referrals, niche platforms)
• Build and maintain continuous pipelines for recurring and future roles
• Ensure majority of hiring comes from outbound sourcing, not passive applications

2. Hiring Process Ownership

• Own the full hiring lifecycle: role brief → sourcing → screening → assessment → interview → offer → close
• Define role requirements and success criteria with stakeholders before hiring begins
• Design and administer structured assessments to test real capability
• Conduct structured interviews with clear evaluation criteria
• Own and maintain a professional and efficient candidate experience end-to-end

3. Quality Control & Standards

• Enforce strict hiring standards, never compromise quality to fill positions
• Reject candidates who do not meet defined criteria regardless of urgency
• Conduct deep reference checks beyond surface-level validation
• Ensure consistency and fairness across all hiring decisions

4. System & Process Building

• Own and manage the Applicant Tracking System (ATS): configuration, data hygiene, reporting
• Track and improve hiring metrics: time-to-fill, conversion rates, source quality, offer acceptance
• Document all hiring processes, evaluation frameworks and scoring systems
• Build a hiring system that does not depend on any single individual

5. Onboarding Coordination

• Coordinate onboarding with HR Operations to ensure readiness before day one
• Ensure smooth transition from offer acceptance to productive employee

6. Employer Branding

• Strengthen employer presence across relevant platforms
• Improve inbound quality over time through better positioning
• Write clear, compelling and accurate job descriptions

7. Function Ownership & Reporting

• Own hiring outcomes across all departments
• Report weekly on pipeline, progress, risks and blockers
• Proactively identify issues and propose solutions
• Build and scale the hiring function, including hiring and managing recruiters when needed
  

Success Metrics

• Quality of hires (performance and retention)
• Time to fill roles without compromising standards
• Reduction in hiring dependency on the CEO
• Strength and consistency of hiring process
• Pipeline health and sourcing effectiveness

Job Requirements

Experience

• 4+ years of full-cycle recruitment experience
• Proven track record of active sourcing (not job board dependency)
• Experience hiring across multiple functions (technical, operational, specialist)
• Experience operating independently without a recruitment team
• Experience designing structured hiring processes and assessments
• Karachi hiring market experience preferred

Skills & Competencies

Active Sourcing

• Knows where and how to find the right candidates for different roles

Structured Evaluation

• Applies consistent and objective assessment criteria

Commercial Awareness

• Understands business context and role impact

Attention to Detail

• Identifies inconsistencies and risks in candidates

Communication

• Clear, professional and direct

Ownership Mindset

• Proactive, self-directed, solution-oriented

Data Discipline

• Tracks and uses hiring data to improve outcomes

Technical Requirements

• LinkedIn Recruiter / LinkedIn Premium
• ATS management and reporting
• Familiarity with tools like Asana, Slack, etc.

Personal Attributes

• High standards, does not pass weak candidates
• Resilient under pressure
• Direct and honest in assessments
• Discreet with sensitive information
• Self-managed and independent

THIS ROLE IS NOT FOR YOU IF

• You rely on inbound applications
• You have never owned hiring independently
• You require constant direction or follow-up
• You avoid pushing back on unclear or unrealistic hiring requirements

LOCATION REQUIREMENT

• Only candidates currently residing in Karachi, Pakistan or willing to relocate immediately will be considered.
  

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