Job Overview: We are looking for an experienced and dynamic US Non-IT Recruiter to join our growing talent acquisition team. The ideal candidate will have at least 3 years of experience in recruiting for non-IT roles across various industries in the United States. You will be responsible for sourcing, screening, and hiring top talent for a variety of non-technical positions, collaborating closely with hiring managers to ensure recruitment goals are met efficiently. Key Responsibilities:1. Recruitment & Sourcing: Manage end-to-end recruitment for non-IT positions, including administrative, operations, marketing, finance, HR, sales, and customer support roles. Leverage various recruiting channels (job boards, LinkedIn, social media, employee referrals, etc.) to build a strong candidate pipeline. Screen resumes, conduct initial phone interviews, and assess candidates' skills, experience, and cultural fit. Build and maintain relationships with both active and passive candidates to ensure a continuous talent pool. 2. Candidate Engagement: Provide a high-touch candidate experience, maintaining regular communication throughout the hiring process. Conduct pre-screening interviews, discuss job requirements, and assess candidates’ interest in opportunities. Act as a trusted advisor to candidates, offering guidance and managing expectations during the recruitment process. 3. Job Postings & Advertising: Write compelling job descriptions and post them on various job boards, internal portals, and other sourcing platforms. Manage job postings and keep them updated to attract qualified candidates. Ensure alignment between hiring managers’ needs and job descriptions. 4. Collaboration with Hiring Managers: Collaborate closely with hiring managers to understand the roles' requirements, expectations, and desired skill sets. Provide regular updates on recruitment status, challenges, and market trends. Guide hiring managers in interview processes and offer decisions to ensure the right talent is selected. 5. Candidate Evaluation: Use behavioral and situational interview techniques to assess candidates effectively. Evaluate candidates’ qualifications, background, and fit for the company culture. Prepare shortlists for hiring managers, offering in-depth insights into each candidate's strengths and potential. 6. Market Research: Stay up to date with current recruiting trends, salary benchmarks, and industry standards. Conduct market research to understand competitive hiring strategies and optimize recruiting processes. 7. Reporting & Documentation: Maintain accurate records of all recruitment activities, including interviews, offers, and feedback. Generate and share recruitment metrics and reports to track the performance of the hiring process and to identify areas for improvement. 8. Diversity & Inclusion: Ensure the recruitment process is inclusive, diverse, and equitable. Champion diversity and inclusion initiatives, promoting equal opportunities for all candidates. 9. Onboarding & Post-Hire Engagement: Coordinate with HR and hiring managers to facilitate smooth onboarding processes for new hires. Provide ongoing support to new employees during their initial period, ensuring successful integration into the team. 10. Quality Submission Criteria (Key Performance Indicators): Candidate Fit: Ensure that all submitted candidates meet at least 90% of the role’s core job requirements. This includes relevant skills, qualifications, and experience as per the job description. Quality of Resumes: Only submit resumes that are complete, clear, and professionally formatted, highlighting the most relevant and impressive experiences. Avoid submitting candidates with incomplete work histories or unexplained gaps unless addressed in the interview. Screening Criteria Compliance: Before submitting candidates, ensure they pass the internal screening process, which includes phone interviews, qualification validation, and cultural fit assessments. Only candidates who align with the company's values and job-specific needs should be submitted. Interview Feedback Quality: Provide detailed feedback after each interview, ensuring that hiring managers receive comprehensive insights about each candidate’s strengths, weaknesses, and potential cultural fit. Submission Timeliness: Ensure that shortlisted candidates are submitted within the agreed-upon time frame, typically within 48 hours after a role has been posted, to maintain a competitive edge. Offer Acceptance Rate: Maintain a high offer acceptance rate (aiming for at least 85%), indicating that submitted candidates are aligned with compensation expectations and have been properly vetted. Candidate Experience: Ensure candidates have a positive experience throughout the recruitment process. Monitor and maintain candidate satisfaction levels through surveys or informal feedback to ensure no issues arise that could cause candidate drop-offs. Interview-to-Hire Ratio: Track the ratio of interviews to hires and aim to submit candidates who have a high likelihood of converting into hires. Ideally, the interview-to-hire ratio should remain as efficient as possible without sacrificing quality. Retention Metrics: After placement, follow up with new hires and managers to ensure quality hires stay in the role for a minimum of 6 months. If turnover rates exceed expectations, review the quality of submissions to adjust the sourcing strategy. Required Skills & Qualifications: Minimum of 3 years of experience in recruiting for non-IT roles, preferably in the US market. Proven track record of successfully managing end-to-end recruitment processes for non-technical positions. Strong knowledge of sourcing techniques, including Boolean search, LinkedIn Recruiter, job boards (Indeed, Glassdoor, etc.), and social media. Excellent interviewing, communication, and interpersonal skills. Ability to manage multiple requisitions in a fast-paced environment and prioritize tasks effectively. Familiarity with applicant tracking systems (ATS) and recruitment tools (e.g., Bullhorn, JobDiva, Workday, or similar). Strong negotiation skills and experience managing the offer process. Detail-oriented with excellent organizational skills and the ability to multitask. Solid understanding of the US labor market, including compensation trends, job descriptions, and recruiting practices. Ability to adapt and work with diverse teams, creating effective working relationships with internal and external stakeholders. Bachelor's degree in Human Resources, Business Administration, or related field (preferred). Job Types: Full-time, Permanent Pay: ₹20,000.00 - ₹35,000.00 per month Benefits: Commuter assistance Internet reimbursement Leave encashment Paid sick time Paid time off Provident Fund Schedule: Evening shift Monday to Friday Night shift US shift Weekend availability Supplemental Pay: Commission pay Performance bonus Application Question(s): How many years of US NON- IT recruitment process experience you have ? what is your current/last drawn CTC? This is an ONSITE/WORK FROM OFFICE position, are you willing to work from Vadodara, Gujarat head quarter ? Location: Baroda, Gujarat (Required) Work Location: In person
