PhonePe—Manager, Talent Acquisition

Job description

Description: About PhonePe Limited Headquartered in India, its flagship product, the PhonePe digital payments app, was launched in Aug 2016. As of April 2025, PhonePe has over 60 Crore (600 Million) registered users and a digital payments acceptance network spread across over 4 Crore (40+ million) merchants. PhonePe also processes over 33 Crore (330+ Million) transactions daily with an Annualized Total Payment Value (TPV) of over INR 150 lakh crore. PhonePe’s portfolio of businesses includes the distribution of financial products (Insurance, Lending, and Wealth) as well as new consumer tech businesses (Pincode – hyperlocal e-commerce and Indus AppStore – Localized App Store for the Android ecosystem) in India. These are aligned with the company’s vision to offer every Indian an equal opportunity to accelerate their progress by unlocking the flow of money and access to services. Job Summary: We are seeking a high-energy and experienced Mass Hiring / Volume Recruitment Lead to own PhonePes large-scale, month-on-month volume hiring engine. This role carries full ownership of driving the end-to-end strategy and execution for high-volume hiring and frontline workforce needs. The ideal candidate will be a hands-on recruitment leader with the ability to build multi-channel talent pipelines, leverage recruitment tech and automation, manage external vendors, and optimize candidate funnel efficiency at scale in a fast-paced environment. Key Responsibilities: - Own and drive the end-to-end mass hiring charter, from demand planning and sourcing to selection, conversion, onboarding, and closure. - Build and manage a scalable recruitment engine across recruitment vendors, employee referrals, self-sourcing, and other high-volume channels. - Lead and continuously improve freelance hiring initiatives to deliver large volumes with speed, quality, and cost efficiency. - Partner closely with recruitment vendors; define targets, SLAs, productivity benchmarks, quality metrics, and governance mechanisms. - Build strong employee referral and direct/self-sourcing programs to reduce dependency on vendors and improve hiring economics. - Use data and funnel analytics to identify bottlenecks across sourcing, screening, selection, offer, joining, and conversion stages. - Own recruitment operations through ATS and related systems; ensure accurate, timely, and actionable hiring data and dashboards. - Drive automation across sourcing, screening, communication, scheduling, candidate tracking, reporting, and vendor management wherever possible. - Design scalable processes for handling sudden spikes in hiring demand while maintaining candidate experience and operational control. - Work closely with business, HR, operations, and workforce planning teams to translate hiring demand into executable recruitment plans. - Establish daily/weekly operating rhythms, dashboards, and reviews to track hiring against plan and quickly course-correct gaps. - Continuously experiment with new sourcing channels, technology, and process improvements to increase hiring throughput, quality, and efficiency. - 5-8 years of relevant experience in high-volume, mass, frontline, or volume recruitment. - Strong hands-on experience managing large-scale hiring programs, preferably involving thousands of hires per month. - Experience working with multiple recruitment vendors and managing vendor performance through structured metrics and governance. - Demonstrated experience in employee referral programs, direct/self-sourcing, and distributed/field-based hiring models at scale. - Strong understanding of ATS platforms, recruitment technology, automation workflows, and managing high-volume candidate funnels. - Excellent data orientation with the ability to use hiring funnel metrics to diagnose issues and optimize outcomes. - Strong stakeholder management skills, ownership, and execution focus with the ability to build scalable recruitment processes from the ground up. - Ability to thrive in a fast-paced, high-growth environment with comfort handling ambiguity, high targets, and tight turnaround times.