- Salary
- ₹5 – ₹7
- Location
- Bengaluru, India
- Department
- Human Resources
- Seniority
- Lead
- Education
- Bachelor
- Source
- Keka
Description
Role: Lead Talent Acquisition
Department: Human Resources
Location: Bengaluru
Reporting To: Manager – Human Resources
About Remidio
Remidio is a global pioneer in AI-driven eye care, transforming healthcare through innovative ophthalmic equipment and AI-powered diagnostic solutions. As India's first company to secure CDSCO approval for adaptive ophthalmic AI and CE marking under EU-MDR, Remidio is at the forefront of early disease detection, including diabetic retinopathy, glaucoma and AMD, with ambitions to address systemic conditions such as CVD and CKD.
Our FDA-registered devices have screened over 16 million patients across 40+ countries. Founded 16 years ago with a vision to democratize preventive healthcare, Remidio combines technology and innovation to make quality healthcare accessible worldwide.
About the Role
We are looking for a Lead – Talent Acquisition who can operate as a strategic talent acquisition partner to the business while remaining deeply involved in hiring execution.
The role will work closely with business leaders to understand current and future talent requirements, translate business priorities into effective hiring strategies, identify critical talent pools and drive hiring across specialised and leadership positions.
The ideal candidate will bring strong business acumen, talent market understanding and the ability to navigate niche hiring markets, particularly within the medical device, ophthalmology, healthcare technology or MedTech industry.
Key Responsibilities
Business Partnering & Talent Strategy
- Partner with business leaders and functional heads to understand business priorities, organisational requirements and talent needs.
- Translate workforce requirements into focused talent acquisition plans aligned with business growth and expansion objectives.
- Advise hiring managers on talent availability, market intelligence, compensation benchmarks and realistic hiring timelines.
- Drive manpower planning discussions and proactively identify upcoming and critical talent requirements.
- Challenge and refine hiring requirements to ensure alignment between role expectations, market availability and business needs.
Strategic & Niche Talent Acquisition
- Own end-to-end recruitment across business-critical, technical, commercial, engineering, product and leadership positions.
- Drive specialised hiring across ophthalmology, medical devices, MedTech, healthcare technology and related industries.
- Develop targeted talent mapping and market intelligence strategies to identify high-quality and passive talent.
- Build sustainable talent pipelines for critical roles, emerging business requirements and future leadership needs.
- Leverage industry networks, competitor mapping, talent intelligence and direct headhunting to access niche talent pools.
- Independently drive candidate evaluation, stakeholder alignment, compensation discussions and offer closures.
Hiring Delivery & Stakeholder Management
- Own hiring outcomes against agreed recruitment priorities, quality expectations and turnaround timelines.
- Work closely with hiring managers throughout the selection process to ensure timely feedback, effective decision-making and closure.
- Drive offer strategy, candidate engagement, pre-joining connect and offer-to-joining conversion.
- Manage recruitment partners and consultants, ensuring delivery quality and cost effectiveness.
- Monitor hiring effectiveness through metrics such as Time-to-Hire, Time-to-Fill, offer acceptance, source effectiveness and quality of hire.
Talent Acquisition Excellence
- Drive continuous improvement in recruitment processes, sourcing strategies and candidate experience.
- Leverage recruitment analytics and dashboards to identify hiring trends, bottlenecks and improvement opportunities.
- Maintain recruitment governance, ATS hygiene and hiring documentation through Keka Hire.
- Strengthen employer branding, talent outreach, referral programmes and campus engagement initiatives.
Qualification & Experience
- Bachelor's or master’s degree in human resources, Business Administration, Psychology or a related discipline.
- 4 - 6 years of progressive experience in Talent Acquisition, preferably in a business-facing TA role.
- Experience in medical devices, ophthalmology, MedTech, healthcare technology or medical equipment is strongly preferred.
- Demonstrated experience in managing niche, leadership, technical and commercial hiring mandates.
- Experience partnering directly with business heads, functional leaders and senior stakeholders.
Core Competencies
- Strong business acumen and the ability to connect talent acquisition priorities with business objectives.
- Strategic talent mapping, market intelligence and headhunting capabilities.
- Strong understanding of specialised talent markets, particularly medical devices and healthcare.
- Ability to influence hiring managers and provide data-backed talent market insights.
- Strong stakeholder management, negotiation and decision-making skills.
- Analytical mindset with the ability to interpret recruitment metrics and drive hiring effectiveness.
- High ownership, execution orientation and ability to independently manage multiple critical mandates.
- Proficiency in LinkedIn Recruiter, Naukri, Keka Hire and MS Excel.
Skills
ExcelFDANegotiation