Talent Acquisition Manager

Who we are:

DanaMojo is India’s first payment solutions platform, providing an easy and convenient platform for NGOs to collect donations and manage their donors. We have onboarded 1,000+ NGOs on our platform over the last 5 years. We have received seed funding from Social Alpha and Rohini Nilekani Philanthropies.

What we expect from you:

We are looking for a person who can help DanaMojo grow by helping its people grow. We are looking to grow by 3x in the next one year in terms of number of employees and you will lead the way. And the best part is that this role has a purpose as what you do in this role will help NGOs to grow and thus help some of the most underserved segments of society.
You will play an active role in shaping a potential employee’s journey from screening, assessments, interviewing through to providing feedback and negotiating offers of employment, onboarding them and ensuring a proper induction. Your goal would be to give every potential employee a delightful experience in all their dealings with danamojo.
What You Will Do
Prepare JD with the CEO and arrive at reporting lines (hard line and dotted line reporting)
Ensure clear mutual understanding of staffing priorities and practical constraints - Create a "sales" spiel of how to showcase the company to the candidate
Applying expertise and knowledge in sourcing candidates through a variety of direct sourcing methods including advertising, LinkedIn, social media and headhunting. To reduce recruitment spending by using direct sourcing methods to source candidates.
We almost never use placement consultants since they don’t work at the low volumes that we need to hire for at the low end and are too expensive at the higher end – so this is a very hands-on role where you will be directly involved in screening candidate, running them through assessments and scheduling interviews for candidates
Assess hiring sources/ routes adopted by other social sector players
Conducting competency-based interviews alongside recruiting managers as well as identifying and implementing screening assessments where appropriate

Complete reference check and background checks on selected candidates
Participate in the offer process including negotiating offers with candidates (With the CEO/ Hiring manager)
Prepare an offer letter/employment agreement
Ensure new recruits are taken through a proper induction program and onboarding including all necessary formalities
Ensure that a “buddy” is assigned to all new employees
Create a pipeline of future potential candidates and keep the communication going with them
Drive Employer Branding activities
Assist in employee engagement activities

What You Need To Have
Excellent communication skills, including professional, interpersonal, written, and oral skills
Experience of direct sourcing methods (LinkedIn, Social Media, etc.)

Familiar with the social sector sources of candidates and evaluation processes
Familiar with interview situations
Strong attention to details
Capable of critical thinking, evaluation, and analysis
Organized and strong multitasking abilities

What You Will Be Measured On
Time to close a position
Ability to source and screen for the right candidates and skillsets for a given position
Retention Rate of Employees

An employee is never doing a bad job. He/She is probably just in a wrong role. And your goal is to help him/her find that right fit within the organization.