ITURA Jewelry. Lagos, Nigeria

About ITURA

ITURA Jewelry is a Lagos-based jewelry brand creating timeless, elegant pieces for modern Nigerians.

We are building more than a jewelry company. We are building a respected, systems-driven brand known for beautiful design, strong customer experience, thoughtful presentation, and operational excellence.

At ITURA, we care deeply about quality, clarity, and the feeling people get when they interact with our brand, whether they are customers, team members, or partners.

As we grow, we are looking for a strong Talent Acquisition Lead to help us build a more disciplined, high-quality hiring function and ensure that every hire raises the standard of the company.

About the Role

This is a senior hiring role for someone who sees recruitment as a business function, not just an administrative process.

The Talent Acquisition Lead will own end-to-end hiring across ITURA, helping the company attract, assess, and close strong talent across functions including operations, content, customer experience, design, admin, and leadership roles.

This role is ideal for someone who knows how to build structure around hiring, improve decision quality, keep hiring managers aligned, and create a candidate experience that feels clear, respectful, and professional.

You will not be expected to simply post jobs and wait for applicants. Your job is to help the company hire well, move with more clarity, maintain strong process discipline, and build a hiring engine that can support ITURA’s next stage of growth.

This is a role for someone who is proactive, commercially aware, systems-minded, and confident enough to push for better hiring decisions when needed.

What You’ll Own

You will lead recruitment quality, hiring process discipline, and talent pipeline strength across the business by owning:

Full Recruitment Lifecycle

• Owning end-to-end hiring across the business, from role intake to close
• Managing job briefs, sourcing, screening, interviews, assessments, reference checks, and offer coordination
• Helping define what strong talent looks like for each role
• Ensuring hiring moves with urgency, structure, and good judgment
• Reducing hiring delays, confusion, and weak decision-making

Hiring Strategy Across Functions

• Building tailored hiring strategies for different roles and departments
• Supporting hiring across operations, content, customer experience, design, admin, leadership, and other business-critical functions
• Understanding the difference between hiring for creative roles, management roles, execution roles, and support roles
• Helping the company attract stronger candidates, not just more candidates
• Adjusting sourcing and evaluation approaches based on role type and hiring priority

Sourcing and Talent Pipeline Development

• Proactively sourcing strong candidates through direct outreach, referrals, networks, job boards, and other creative sourcing methods
• Building and maintaining talent pipelines for current and future roles
• Engaging candidates thoughtfully and professionally
• Improving top-of-funnel candidate quality
• Helping the company become less dependent on inbound applications alone

Hiring Manager Partnership

• Working closely with the CEO and hiring managers to define role needs, candidate scorecards, and ideal candidate profiles
• Helping hiring managers think more clearly about what they actually need
• Coaching managers on structured interviewing, evaluation quality, and decision-making
• Keeping hiring teams aligned throughout the process
• Challenging weak or unclear hiring logic when necessary

ATS and Hiring Operations

• Owning the hygiene, structure, and effectiveness of the company’s hiring workflow inside Notion ATS
• Keeping pipelines updated, organized, and easy to review
• Maintaining strong candidate visibility, clean records, and process consistency
• Improving hiring workflows, templates, stages, and documentation over time
• Helping turn recruitment into a more visible and measurable system

Candidate Experience

• Ensuring candidates have a professional, respectful, and well-managed experience with ITURA
• Keeping communication clear, timely, and organized
• Making sure strong candidates do not drop off because of poor coordination or weak follow-through
• Representing the company well in every hiring interaction
• Helping ITURA feel like a serious and attractive place to work

Market Insight and Hiring Quality

• Bringing useful insight on salary expectations, candidate availability, and market realities
• Helping the company understand when a hiring brief is unrealistic, weak, or too broad
• Tracking hiring patterns and improving the quality of decision-making over time
• Helping raise the talent bar with every hire
• Contributing to a more mature and data-informed hiring function

What Success Looks Like

In this role, success will look like:

• Open roles are filled with stronger candidates, more consistently
• Hiring managers are more aligned and make better decisions
• Hiring moves faster without becoming sloppy
• Candidate pipelines are cleaner, stronger, and easier to track
• Notion ATS is well maintained and genuinely useful as a recruiting system
• Structured interviews, scorecards, and evaluation quality improve across the company
• Candidate communication is timely, respectful, and professional
• The company becomes more confident in its ability to identify and close strong talent
• Hiring feels like a real business capability, not a reactive scramble

Who You’ll Work With

You will work closely with:

• The CEO
• Hiring managers across the business
• Operational and functional leaders
• Candidates across junior, mid-level, and senior roles
• External recruiters or partners where needed

You will be expected to work cross-functionally and build credibility with both leadership and candidates.

Who You Are

You are a strong recruiter and hiring operator with good judgment, strong follow-through, and a serious approach to quality.

You are likely someone who:

• Thinks of hiring as a business decision, not just a process to complete
• Knows how to manage multiple roles and priorities without losing structure
• Is strong at candidate assessment, not just sourcing
• Can influence hiring managers without creating friction
• Is proactive and comfortable taking ownership
• Has good instincts for people, role fit, and standards
• Communicates clearly and professionally
• Cares about candidate experience and company reputation
• Is low-ego, feedback-friendly, and focused on results
• Can improve systems rather than just work inside them

What We’re Looking For

We would love to hear from you if you have:

• Strong full-cycle recruitment experience in a fast-moving company
• Experience hiring across multiple functions such as operations, marketing, content, design, customer support, admin, ecommerce, or leadership roles
• Strong stakeholder management and the ability to influence hiring decisions
• Experience building or improving structured hiring processes
• Strong interviewing and candidate evaluation skills
• Experience using an ATS or recruiting workflow system effectively
• Comfort working with tools like Notion, spreadsheets, scorecards, interview trackers, and hiring dashboards
• Strong written and verbal communication
• Good judgment, maturity, and follow-through
• Experience in a founder-led company, startup, ecommerce brand, consumer brand, or fast-scaling business is a strong advantage

Nice to Have

• Familiarity with Notion as an operating system or ATS
• Experience improving hiring systems and recruiting workflows inside Notion
• Experience building candidate scorecards, interview processes, and hiring rubrics
• Experience recruiting for roles across both creative and operational functions
• Experience supporting hiring in a growing founder-led business

This Role Is Not For You If…

• You treat recruitment as a pipeline exercise rather than a quality function
• You need hiring managers to define every detail before you can move
• You are good at sourcing but weak at assessment
• You avoid hard conversations or weak hiring decisions
• You struggle to keep process organized across multiple roles
• You dislike structure, documentation, or ATS discipline
• You are reactive instead of proactive
• You prefer speed at any cost, even when decision quality suffers

Why Join ITURA

This is an opportunity to help shape the team behind a fast-growing brand with real ambition.

You will join at an important stage where your work can have a direct and visible impact on who joins the company, how strong our teams become, and how professionally we hire.

This role is for someone who wants to build a respected hiring function, improve decision quality, and help a serious company raise its talent bar over time.

How to Apply

In your cover letter, add:

• A short note telling us why you are a strong fit for this role
• Examples of the types of roles you have hired for in previous positions
• A brief explanation of how you have improved hiring quality, speed, or process in a past role
• If relevant, a note on any experience you have using Notion or similar systems to manage recruiting workflows