ETPL (eReleGo Technologies Pvt Ltd) is an Indian technology company specializing in AdTech, EdTech, SaaS ERP, and FinTech solutions, offering services like digital publishing (e-paper), educational automation (eGenius), financial ERP for MSMEs (Munshify), and general IT/consulting, serving schools, publishers, and businesses with cloud, mobile, and digital platforms to enhance efficiency and digital presence. Founded in 2019 and based in Bengaluru, it's a bootstrapped company focused on simple, culturally adaptable technology.

Role Overview

We are seeking a Senior Manager - People and Capability | Talent Acquisition with 9 to 13 years of experience to lead ETPL's hiring function at a critical stage of organisational growth. This role carries full ownership of talent acquisition strategy, process architecture, team leadership, and hiring delivery across all departments and levels, from early-career roles to senior leadership appointments.

The Senior Manager will sit within the People and Capability function and will work in close partnership with senior business leaders to translate workforce plans into structured, high-quality hiring programmes. Beyond filling roles, this person is expected to build the TA function itself by establishing scalable systems, strengthening ETPL's employer brand, developing the recruiting team, and bringing rigour and consistency to how the organisation attracts and selects talent.

This role is suited to a talent acquisition leader who combines deep operational expertise with the strategic perspective to advise leadership on hiring, the labour market, and workforce capability, and who is energised by the challenge of building something that lasts.

Key Responsibilities

• Own and drive the end-to-end talent acquisition strategy for ETPL, covering all business units, departments, and seniority levels across both ETPL Digital and ETPL AI portfolios.
• Partner with department heads and senior leadership to translate organisational growth plans and workforce requirements into structured, time-bound hiring programmes.
• Design, implement, and continuously improve the full-cycle recruitment process, from job design and sourcing strategy through assessment, offer management, and pre-boarding.
• Lead, develop, and manage a team of recruiters and talent acquisition executives, establishing clear performance expectations, workload allocation, and capability development plans.
• Build and operationalise a structured assessment framework incorporating ETPL's aptitude, psychometric, and functional evaluation tools to ensure consistency and quality of hire across all roles.
• Define and track hiring metrics including time-to-fill, cost-per-hire, offer acceptance rate, source effectiveness, and quality of hire, using data to drive continuous improvement.
• Develop and execute ETPL's employer branding strategy across job platforms, social media, campuses, and professional networks to strengthen talent pipeline and candidate experience.
• Manage senior and critical hiring processes directly, including leadership roles and niche technical or functional positions requiring a consultative approach.
• Build and maintain a proactive talent pipeline for high-priority and recurring roles, reducing dependency on reactive hiring.
• Establish campus and early-career hiring programmes in partnership with universities, engineering colleges, and management institutions relevant to ETPL's talent needs.
• Evaluate, implement, and manage recruitment technology including applicant tracking systems, sourcing tools, and assessment platforms to improve efficiency and candidate experience.
• Ensure all hiring practices are compliant with applicable employment law, diversity and inclusion principles, and ETPL's internal governance frameworks.
• Serve as a trusted adviser to the People and Capability leadership and the broader business on talent market trends, hiring challenges, and workforce planning considerations.

Experience and Profile

• 9 to 13 years of progressive talent acquisition experience, with at least 4 years in a leadership or people management role within the TA function.
• Demonstrated experience building or significantly improving a talent acquisition function in a technology company, SaaS organisation, or comparably complex environment.
• Proven track record of managing high-volume hiring programmes alongside senior and specialist recruitment, simultaneously.
• Experience designing structured assessment and selection frameworks, including competency-based interviewing and psychometric tools.
• Exposure to employer branding, campus hiring, and early-career talent programmes.
• Prior experience working in or with a scaling organisation, where processes are being built, not just inherited, is strongly preferred.