Business Head

We’re Hiring: Business Head – Operations & P&L

Company: Tallento.ai

Location: Jaipur, Rajasthan

Work Mode: Work from Office / Hybrid

Experience: 10–15 years

Compensation: ₹ 15- ₹24 LPA, negotiable based on current CTC, experience and proven results

Compensation Structure: Fixed salary + performance-linked variable

Reporting To: Founder & CEO

About Tallento.ai

Tallento.ai is a specialised recruitment and career platform serving the education and edtech industry across India.

We work with coaching institutes, schools, colleges, universities and education businesses, with strong expertise in IIT-JEE, NEET, Foundation, academic, non-academic and leadership hiring.

As Tallento.ai enters its next phase of growth, we are looking for a senior operating leader who can build teams, strengthen execution, improve profitability and reduce founder dependency in daily business operations.

Role Overview

The Business Head – Operations & P&L will take complete ownership of day-to-day business execution, recruitment delivery, sales operations, collections, client servicing, team productivity, cost control and profitability.

This is not an advisory, coordination or presentation-focused role.

The selected leader must be comfortable working in a founder-led, bootstrapped and performance-driven startup where speed, accountability and measurable outcomes are essential.

Key Responsibilities

Business and P&L Ownership

Take end-to-end ownership of revenue, collections, costs and profitability.

Build and monitor monthly, quarterly and annual operating targets.

Track business margins, revenue leakage, outstanding payments and operating expenses.

Improve revenue per employee and profitability per recruitment closure.

Identify underperforming functions and implement corrective actions.

Present structured business reviews and performance reports to the founder.

Recruitment Delivery

Own the complete recruitment lifecycle from requirement allocation to successful joining.

Improve recruiter productivity, candidate quality, interview attendance, offer conversion and joining ratios.

Ensure every active requirement has clear ownership, timelines and follow-up.

Reduce candidate dropouts, interview no-shows, offer backouts and delayed joinings.

Build strong processes for sourcing, screening, interviews, salary negotiation and joining.

Ensure accurate and timely CRM and ATS updates.

Create a delivery culture focused on successful closures, not only activity numbers.

Sales, Revenue and Collections

Lead business development, inside sales, telesales and client acquisition operations.

Convert business pipelines into realised revenue and collected cash.

Improve lead qualification, proposal quality, follow-up discipline and client onboarding.

Align sales commitments with recruitment delivery capacity.

Ensure clear ownership of invoices, outstanding payments and collection follow-ups.

Reduce payment delays, bad debts and founder dependency in collections.

Strengthen subscription, prepaid, retained-search and postpaid recruitment models.

Client Retention and Key Accounts

Manage major clients and high-value accounts.

Conduct regular account reviews covering requirements, service quality, payments and future opportunities.

Resolve escalations involving delivery delays, candidate quality, replacements and invoicing.

Improve client retention, repeat business, renewals and cross-selling.

Build account ownership systems so clients are not dependent only on the founder.

Ensure commitments made to clients are commercially and operationally achievable.

Team Leadership and Restructuring

Manage department heads, managers, team leaders and senior contributors.

Build a clear organisation structure across recruitment, sales, client servicing, telesales, HR, finance, technology and operations.

Define responsibilities, reporting lines, decision authority and performance expectations.

Identify capability gaps, weak managers, duplicated roles and structural inefficiencies.

Hire, develop, promote, replace or restructure employees based on business needs.

Build a strong second line of leadership capable of running daily operations independently.

Take difficult decisions involving underperformance, restructuring, role correction and exits.

Team Building and Culture

Build a high-performance culture based on trust, ownership, speed and accountability.

Conduct structured team-building and cross-functional problem-solving activities.

Improve collaboration between recruitment, sales, client servicing, finance, HR and technology teams.

Organise regular manager discussions, one-to-one meetings and employee feedback sessions.

Resolve internal conflicts before they affect clients, candidates or revenue.

Recognise and retain high performers while addressing repeated underperformance.

Ensure team-building activities improve communication, productivity and business execution.

Performance Management

Define clear KPIs for every department, manager and role.

Establish daily, weekly and monthly performance reviews.

Track recruitment through submissions, interviews, offers and successful joinings.

Track sales through leads, proposals, conversions, revenue and collections.

Evaluate managers based on team outcomes, not only personal activity.

Link incentives, promotions and salary revisions to measurable contribution.

Implement time-bound performance improvement plans for consistent underperformance.

CRM, ATS and Automation

Ensure complete adoption of CRM, ATS and internal business systems.

Reduce dependency on personal WhatsApp chats, informal spreadsheets and verbal follow-ups.

Build dashboards for requirements, candidates, interviews, offers, joinings, revenue and collections.

Work with the technology team to automate repetitive recruitment, sales and reporting processes.

Create SOPs, alerts and escalation systems for delayed actions and missed follow-ups.

Improve data quality and management decision-making.

Cost Control and Founder Dependency

Review manpower, technology, marketing, office and vendor costs.

Identify unnecessary spending, low-productivity roles and revenue leakage.

Align team growth and expansion with actual business capacity.

Improve operating margins and department-wise contribution.

Take ownership of routine decisions currently handled by the founder.

Build clear authority levels for managers and department heads.

Ensure only strategic, financial, legal or critical matters reach the founder.

Create systems that allow the company to operate without constant founder involvement.

Immediate Execution Expectations

Tallento.ai is a startup and cannot provide a long observation period.

The selected candidate must understand the business quickly, establish control and begin producing visible improvements within the first few weeks.

First 15 Days

Review the business model, team structure, active requirements, recruitment pipelines, revenue, costs and collections.

Identify major operational, financial and people-related risks.

Set clear targets and ownership across recruitment, sales, collections and client servicing.

Introduce daily reporting and accountability systems.

Start resolving major client, candidate and collection escalations.

First 30 Days

Implement department-wise KPIs and manager scorecards.

Begin required restructuring and performance improvement plans.

Improve recruiter productivity, sales follow-ups and collection discipline.

Strengthen CRM and ATS adoption.

Start structured team-building and cross-functional sessions.

Present a practical 90-day business improvement plan.

First 45 Days

Demonstrate measurable improvement in closures, collections, productivity, client servicing or cost control.

Clarify critical roles and reporting lines.

Reduce routine founder escalations.

Establish predictable daily, weekly and monthly operating reviews.

Submit a 45-day performance report covering results, risks and next priorities.

Key Performance Indicators

The selected candidate will be evaluated on:

Revenue and cash collections

Operating profit and business margins

Successful recruitment joinings

Recruiter and sales productivity

Interview-to-offer and offer-to-joining ratios

Client retention and repeat business

Reduction in outstanding payments

CRM and ATS compliance

Team performance and manager accountability

Cost optimisation

Employee engagement and retention

Reduction in founder dependency

Required Experience

The candidate must have:

10–15 years of relevant professional experience.

Experience managing a team of 100 or more employees, directly or through managers.

Proven ownership of revenue, collections, costs and profitability.

Experience managing managers and department heads.

Strong exposure to recruitment delivery, sales operations, client servicing and collections.

Experience handling restructuring, performance management and employee exits.

Experience working in a founder-led, bootstrapped or cash-conscious organisation.

Strong command over CRM, ATS, MIS and operational reporting.

A proven track record of improving revenue, productivity, margins, collections or business performance.

Candidates from staffing, recruitment consulting, RPO, executive search, education recruitment, edtech operations, HR services or other people-intensive service businesses will be preferred.

This role is not suitable for candidates whose experience is limited to internal HR, corporate talent acquisition or advisory roles without direct revenue and P&L ownership.

How to Apply

Email your CV to:

sandeep.chaudhary@tallento.ai

Email Subject: Application – Business Head, Operations & P&L – [Candidate Name]

Please include:

Current designation and company

Total experience

Current location

Team size managed

Revenue or P&L managed

Current and expected CTC

Notice period

One measurable business turnaround handled personally

Willingness to work from Jaipur/hybrid

Please apply only if you are ready to own outcomes—not just manage meetings, reports or presentations.