Talent Acquisition Lead

About FlamFlam is an AI-native content format built to redefine how people experience and interact with digital content. It enables brands to create immersive, interactive experiences that are instantly accessible on smartphones without requiring an app download. Flam brings together AI, 3D, and interactive technology to move content beyond passive formats like video into experiences users can actively explore and engage with. Already adopted by leading global brands, Flam is now expanding its presence across the US, India, and Japan.About the RoleWe are looking for a Talent Acquisition Lead to join our team and partner closely with business leaders to hire exceptional talent across Flam.This is a hands-on recruiting role. You will own roles end-to-end — from understanding the hiring requirement and building the sourcing strategy to closing candidates and ensuring a strong candidate experience.You will work closely with senior stakeholders across Product, Engineering, Sales, Marketing, Business and Corporate functions, and will have the opportunity to work on some of Flam's most critical and challenging hires.We are looking for someone who can go beyond simply managing a recruitment funnel — someone who can understand the business, identify the right talent, engage exceptional candidates and close them.What You'll DoEnd-to-End Talent AcquisitionOwn the complete recruitment lifecycle for assigned roles, from intake to offer and joining.Partner with hiring managers to understand the business context, role requirements and ideal candidate profile.Build effective sourcing strategies for every role.Proactively identify and engage passive talent through LinkedIn, referrals, communities, networks and other channels.Manage the interview process and ensure timely movement of candidates through the funnel.Drive offer discussions and candidate closures.Stakeholder PartnershipAct as a trusted talent partner to hiring managers and business leaders.Understand the team's business objectives and translate them into effective hiring plans.Provide market intelligence on talent availability, compensation, competitor hiring and candidate expectations.Challenge hiring assumptions when required and bring data-backed perspectives to hiring decisions.Maintain strong relationships with candidates and hiring stakeholders throughout the process.Senior & Critical HiringWork on high-impact and difficult-to-hire positions across the organization.Build strong talent pipelines for niche and senior roles.Develop targeted sourcing strategies rather than relying only on inbound applications.Engage and close high-quality passive candidates through strong candidate selling and relationship management.Recruiting ExcellenceMaintain a high bar for candidate quality and hiring experience.Continuously improve sourcing, screening and candidate-conversion strategies.Use recruiting data to identify bottlenecks and improve funnel performance.Maintain accurate and timely recruitment data in the ATS.Contribute to improving interview processes, candidate experience and recruiting practices.What We're Looking For5–8 years of experience in Talent Acquisition / Recruitment, preferably in high-growth technology companies or startups.Strong experience managing end-to-end hiring across multiple functions.Proven ability to independently source and close passive candidates.Experience partnering with senior hiring managers and business leaders.Strong understanding of recruiting funnels, sourcing techniques and talent markets.Excellent candidate engagement and stakeholder-management skills.Strong communication, negotiation and closing abilities.Highly organized and comfortable managing multiple priorities in a fast-paced environment.Strong bias toward ownership and execution.You'll Be a Great Fit If YouEnjoy headhunting and proactive sourcing rather than waiting for applications.Can look at a role and quickly figure out where the right talent is and how to reach them.Are comfortable picking up the phone and engaging candidates directly.Know how to sell an opportunity without overselling it.Can build credibility with senior candidates and hiring managers.Are data-driven and use funnel metrics to improve your outcomes.Thrive in an environment where priorities can change quickly.Care deeply about quality of hire, not just number of closures.Success in This RoleSuccess will be measured by your ability to consistently deliver high-quality hires at speed, while creating an exceptional experience for both candidates and hiring managers.Key metrics will include:Quality of hireTime to fillTime to hireSourcing effectivenessInterview-to-offer conversionOffer-to-join ratioCandidate experienceHiring-manager satisfaction