Okay Done is a digital marketing agency with a diverse clientele, such as Royal Challengers Bengaluru, OnePlus, VRL, Google, Bengaluru City Police, Heineken, and Health Care Global to name a few. We work across various industries, including sports, consumer, hospitality, luxury, F&B, real estate and D2C.
Location: Bengaluru | Type: Full-time, onsite | Experience: 2 to 4 years in talent acquisition, at a marketing, advertising or creative agency
You need to have done talent acquisition at a marketing, advertising or creative agency. Not a tech company, not a staffing firm, not a corporate HR team. An agency. If you haven't, please don't apply. No hard feelings.
Here's why. Agencies hire differently. You don't judge an editor by their resume, you judge them by their reels. You know a content strategist from a copywriter, a videographer from a video editor, and you can tell a good portfolio from a lucky one. You know how fast agency teams move, and how fast people leave when they're hired badly. We don't have time to teach that.
And if things slip through your fingers, this role is not for you either. In one day you'll move between three candidates you're chasing, an offer letter that has to go out and a new joiner who needs a laptop. The person we want handles all of it without dropping one.
You build the team that builds everything else at Okay Done.
This is a talent acquisition role first. Most of your day goes into finding, screening and closing the right people for a fast-growing agency. You own hiring for your roles from the job post to the day they join, and you put the right candidates in front of the hiring managers and partners.
Alongside that, you'll run HR operations: onboarding, records, attendance, leave, reviews, compliance and exits. A smaller part of the job, and the reason everything else works.
You report to the Partner who heads HR. Right now there's no one below you, so you'll do the hands-on work too: posting, scouting, scheduling, letters, sheets, all of it. As the team grows, you'll review and train the people who join under you.
Talent acquisition
• Own hiring for the roles assigned to you, from job post to joining.
• Write job descriptions with the hiring manager, from our team structure.
• Post openings on LinkedIn and other platforms, once they're approved in writing.
• Scout talent actively: LinkedIn, Instagram, portfolio sites, referrals, and people who aren't looking for a job yet.
• Screen every application properly: portfolio, experience and the must-haves for the role.
• Run first-round screening calls, send assignments, and track who submitted on time.
• Schedule every interview round with the hiring manager and the partners.
• Shortlist final candidates, and share a written summary of each with the hiring manager.
• Check references before every offer.
• Collect current and expected salary, and share only salaries approved in writing. You never negotiate or commit to a number.
• Keep every candidate informed at every stage, including rejections.
• Build a bench of strong candidates, so the next role starts with names, not a blank sheet.
HR operations
• Run onboarding for every new joiner: documents, accounts, tools and a first-week plan.
• Prepare offer, appointment and experience letters, only on terms approved in writing.
• Maintain attendance, leave and employee records, and share monthly data with the payroll vendor.
• Run the probation and performance review process with department managers.
• Track statutory compliance (PF, ESI and professional tax) with our payroll and compliance vendors.
• Run exit formalities: handover checklist, asset return and full and final settlement inputs.
• Schedule training sessions and track completion for every employee.
• Draft and update HR policies for review.
• Answer day-to-day questions on policies, handle employee concerns, and escalate serious issues.
• Organise team events and culture activities.
• 2 to 4 years in talent acquisition at a marketing, advertising or creative agency. This is non-negotiable.
• Hands-on with HR operations: onboarding, letters, attendance and exits.
• You can read a portfolio. You know what good looks like for an editor, a designer, a strategist and an account manager.
• You're frighteningly organised. Every sheet is up to date, every candidate knows where they stand.
• You read people quickly. Within one call, you have a real opinion on whether someone is worth the partners' time.
• You speak and write well. How you sound is how this company looks to everyone applying to it.
• You notice details. A wrong date on a letter, a name spelled two ways, a mismatch between two sheets. You catch it first.
• You're not a pushover. You can tell a senior person their interview is moving, or that their feedback is late. Politely, firmly, every time.
• You close loops. Nothing sits unanswered because nobody followed up. You are the follow-up.
• Real ownership from day one: your own roles to fill and your own systems to build.
• A seat close to the partners, and a say in who joins the team.
• A clear path to HR Manager.
• Weekends that are actually yours. Weekdays are intense, and we won't pretend otherwise.