MoEngage - Lead - Talent Detectives

About Moengage :

MoEngage is an intelligent customer engagement platform, built for customer-obsessed marketers and product owners. We enable hyper-personalization at scale across multiple channels like mobile push, email, in-app, web push, on-site messages, and SMS. With AI-powered automation and optimization, brands can analyze audience behavior and engage consumers with personalized communication at every touchpoint across their lifecycle.

Fortune 500 brands and Enterprises across 35 countries such as Deutsche Telekom, Samsung, Ally Financial, Vodafone, and McAfee along with internet-first brands such as Flipkart, Ola, OYO, and Bigbasket use MoEngage to orchestrate their cross-channel campaigns and engage efficiently with their customers sending 80 billion messages to 900 million consumers every month!

Life @ Moengage - https://www.youtube.com/watch?v=_-6Ha6e3wiw

https://www.moengage.com/blog/techatmoengage-facebook-has-2-7b-monthly-active-users-and-we-have-one-third-that-number/

Client Testimonials:

https://www.youtube.com/watch?v=QA8AFWZvxZ8

https://www.youtube.com/watch?v=sZU4CBZxTy0

https://www.youtube.com/watch?v=aVy6wriQlG4

https://www.youtube.com/watch?v=inw1J6beW5w

https://www.moengage.com/customers/reviews/

https://www.moengage.com/customers/interviews/

Role Description:

We at Moengage believe human capital is the key differentiator to building a winning team. The Talent Detectives team plays an important role in spotting, engaging, and onboarding Talent that creates a strong impact on all the milestones we achieve.

If you are passionate about finding and placing top talent and you know how to reach and engage candidates on a human level, we have the perfect job for you!

We are looking for Sreet smart, gritty and enthusiastic Talent Detectives to join our ambitious dream team and help in driving top talent for #moengage via innovative candidate attraction strategies.

Experience in Non Tech Hiring a must

What will you be accountable for :

- Creating and driving best practices w.r.t to attraction, sourcing and selection.

- Train and coach to scale up the performance of your team.

- Determine selection criteria for candidates by liaising with managers and other members of staff

- Source applicants via cold calling, social media channels, such as LinkedIn, professional networks, and referrals

- Close sourcing requirements quickly, and consistently meet performance metrics and goals

- Plan interview and selection procedures, including screening calls, assessments, and in-person interviews - if possible

- Assess candidates' information, including C.Vs., portfolios, and reference

- Drive key TA programs under guidance from TA leadership, understand & meet/exceed success measures

Key decisions and deliverables:

- Decide and re decide your sourcing strategies based on candidate profile and the needs of the Hiring Manager.

- Build working relationship stakeholders to drive results

- Influence hiring managers to make right hiring decisions

- Roll out specific number of offers as per the talent forecast with quick time to hire and high joining rate.

- Share insights on what's working and what's not working "out there" to the Head of talent to help refine and adapt the sourcing strategy.

- Ensure a very high offer- joined rate.

- Negotiate with the candidates about notice period and compensation.

- Create a positive brand engagement for Moengage throughout the recruitment funnel lifecycle.