Talent Acquisition Specialist

Enterprise IT service management is a category built on complexity: heavyweight tools, long implementation cycles, and workflows that require specialists to configure. Atomicwork exists because modern enterprise teams deserve software that works the way they do, not the other way around.

The product brings AI into the ITSM workflow, making service delivery faster and more intuitive for IT and business teams alike.

The company is Series A, with a team of fifty-plus operators building in Bengaluru.

As the Talent Acquisition Specialist at Atomicwork, you will own the full recruiting cycle across engineering, product, design, GTM, and business roles.

You will run sourcing independently, conduct first-level screens, partner with hiring managers to calibrate the bar, and carry candidates through to offer and close. The role asks for genuine sourcing depth, enough technical fluency to evaluate profiles critically, and the judgment to distinguish transferable experience from surface-level title matches.

You will report to the founding team and work directly with hiring managers across functions.

• End-to-end recruiting across functions. Own every stage from intake to close: sourcing, screening, process coordination, offer, and joining.
• Independent outbound sourcing. Build pipelines from scratch for hard-to-fill roles; map target companies, identify adjacent titles, and construct searches grounded in market understanding.
• First-level candidate screens. Assess whether a candidate's actual experience is relevant, going one or two levels deeper than what the resume states.
• Hiring manager partnership. Translate market signals back to HMs: compensation gaps, pool constraints, candidate feedback, and calibration recommendations.
• Candidate experience and pipeline health. Keep candidates engaged, surface competing offers and notice periods early, and own the process through joining.
• Funnel thinking and process improvement. Track what the funnel is telling you, diagnose drop-off, and bring ideas to improve intake, sourcing, and communication.

• Sourced and closed roles independently. You built pipelines without a dedicated sourcing team and can show the hires that came from it.
• Hired for technical and product roles. You understand the difference between a platform PM and a growth PM, and between a backend and an infrastructure engineer, well enough to evaluate profiles without the hiring manager doing it for you.
• Mapped a talent market, not just a JD. When a search stalled, you diagnosed why: wrong companies, wrong titles, compensation mismatch, or a requirement shrinking the pool.
• Calibrated hiring managers, not just served them. You pushed back when every requirement was treated as a hard filter and helped HMs see what was actually essential.
• Sold a company, not just a job. You understood what each candidate cared about and shaped the pitch around that, credibly.
• Operated in a startup or lean setup. You owned sourcing, screening, coordination, and closure yourself, without handing off to specialist teams.
• Stayed hands-on through seniority. You are not looking to move into a team-management role; you want to keep recruiting.

• Own the outcome, not the activity. Sourcing two hundred profiles that go nowhere is not the job; a smaller, sharper pipeline that moves is.
• Come back with a diagnosis. If a search is not working, map why: compensation, pool size, messaging, or a requirement that is too narrow. Bring the answer, not just the problem.
• Go one level deeper in every conversation. When a candidate says they led something, find out what that meant. When a profile says integrations, ask which ones.
• Calibrate early and often. Surface competing offers, notice periods, and compensation expectations before offer stage, not after.
• Understand what you are building. Know the product, the team, and the ownership candidates will get. The pitch should be credible, not a close.
• Work on-site in Bengaluru. The team builds together in person; that is how decisions get made here.

You report to the Head of People and own the full recruiting function as an individual contributor. The role gives you the mandate to build Atomicwork's hiring engine from the ground up.