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 candidates applying to join us.

As we grow, we are looking for a sharp Talent Assessment Lead to run the part of our hiring that decides who is genuinely strong, and to make sure our leaders only ever spend time on candidates who are truly worth it.

About the Role

We have already built a strong front end to our hiring. Applications come in, get scored, and the people who clear that first filter move forward automatically.

What we need now is someone to own the human stage that comes next.

The Talent Assessment Lead runs our screening interviews and our practical assessments, scores candidates with consistency and good judgment, and hands our hiring managers a clean, qualified shortlist they can act on quickly. You are the person who makes sure that by the time a candidate reaches a leader, they have already been properly interviewed, properly assessed, and properly evaluated.

To be clear about what this role is and is not: this is not a sourcing or strategy role. You will not be generating leads, running ad campaigns, building our hiring automation, or making final hiring decisions and offers. Those sit elsewhere. Your focus is the interview and assessment layer, and it is a focused, high-judgment seat. You protect the quality and the speed of the middle of our funnel, and you protect our leaders' time.

This is a role for someone who is structured, reliable, and genuinely good at reading people, and who takes real pride in running a clean process without needing to be chased.

What You'll Own

The Screening Interview

• Running the first live interview for candidates who clear our automated scoring
• Conducting each interview against our structured questions for the role
• Scoring every candidate consistently using the role's scorecard
• Making a clear, evidence-based pass or fail recommendation

The Practical Assessment

• Coordinating and administering the practical assessment for candidates who pass screening
• Scoring assessments against the agreed rubric
• Recommending who moves forward, with documented reasoning

The Qualified Shortlist

• Turning the candidates who clear both stages into a clean, qualified shortlist
• Giving hiring managers clear interview notes, assessment scores, and a short recommendation for each person
• Making sure leaders have everything they need to move quickly to a decision

Candidate Experience

• Scheduling interviews and assessments promptly, so strong candidates never go cold
• Keeping candidate communication clear, timely, and professional throughout these stages
• Representing ITURA well in every interaction, so candidates leave with a strong impression of the company

Clean Records and Visibility

• Keeping candidate records, scores, and notes complete and current in Notion
• Maintaining tidy, reviewable pipelines so leadership always has clear visibility into where candidates stand

Keeping Interview and Assessment Materials Sharp

• Keeping the interview question banks and assessment templates organized and easy to use
• Flagging where questions or rubrics could be stronger, and refining them with the hiring team

What Success Looks Like

In this role, success will look like:

• Leaders only ever review candidates who are genuinely qualified and properly assessed
• No strong candidate is lost because of slow scheduling or weak follow-up
• Every interviewed candidate is scored consistently and documented clearly
• Hiring managers trust the shortlists they receive and can move on them quickly
• Candidate records and pipelines are clean, current, and easy to review at any time
• Hiring moves faster through the interview and assessment stages without becoming sloppy
• The interview-and-assessment stage runs reliably without founders or leaders having to step in

Who You'll Work With

You will report to the Head of Business Operations, with a close working line to the CEO and to hiring managers across the company.

You will work most closely with:

• The Head of Business Operations
• Hiring managers and line managers for each open role
• The CEO and leadership team, who receive your shortlists
• Candidates across junior, mid-level, and senior roles

Who You Are

You are a strong, structured interviewer with sharp instincts about people and a serious sense of follow-through.

You are likely someone who:

• Knows how to run a real interview, not just a friendly chat
• Can tell the difference between a candidate who interviews well and a candidate who is genuinely strong
• Is comfortable making a clear pass or fail call, and explaining why
• Is organized and reliable, so nothing and no one slips through the cracks
• Keeps clean records and takes process discipline seriously
• Is warm and professional, and represents a brand well
• Can work independently and keep things moving without being chased
• Takes pride in running a focused process well, rather than needing to own everything around it

What We're Looking For

We would love to hear from you if you have:

• Experience interviewing and assessing candidates in a structured, consistent way
• A clear approach to evaluating people against defined criteria, not just gut feel
• Strong organization and follow-through across multiple candidates and roles at once
• Comfort using tools like Notion, spreadsheets, scorecards, and interview trackers
• Strong written communication, especially for clear candidate notes and recommendations
• Good judgment, maturity, and discretion
• Experience in recruitment, talent assessment, people operations, or a similar people-facing role

Experience in a founder-led company, startup, ecommerce brand, or fast-growing consumer business is a strong advantage.

This Role Is Not For You If…

• You want to own talent strategy, sourcing, or hiring direction. That is not what this seat is for, and you will be frustrated by the focus
• You are good at moving people through a pipeline, but weak at actually assessing them
• You treat interviewing as a scheduling task rather than a judgment task
• You let candidates go cold or are slow to follow up
• You are loose with records, notes, or documentation
• You struggle to make a clear decision and stand behind it
• You need constant direction to keep a process moving

Why Join ITURA

This is a chance to own a focused, high-trust part of how a fast-growing brand builds its team.

Your work will have a direct and visible impact on who joins the company and how confidently our leaders can hire. You will join at a stage where strong process and good judgment genuinely matter, and where doing this role well is noticed.

This role is for someone who wants to be the trusted eye in the room, the person leaders rely on to tell them whether a candidate is truly strong, in a company that takes quality seriously.

How to Apply

In your application, please include:

• A short note telling us why you are a strong fit for this role
• An example of a time you assessed candidates and had to make a clear call on who was genuinely strong and who was not
• A brief note on how you keep an interview or hiring process organized when you are handling several candidates at once