Recruiter

Position: Recruiter

Department: Human Resources

Location: Thane, Maharashtra (Candidates residing in or near Thane preferred)

Reporting To: Talent Acquisition Lead

Salary: Based on Experience and Merit

Education

• Bachelor’s degree with HR specialization preferred or any special certification in education (for academic hiring).
• Bachelor’s degree in HR or Business Administration (for non-academic hiring).

Work Experience

Academic Hiring:

Non-Academic Hiring:

Key Roles & Responsibilities

A. Academic Recruitment

• Source and screen academic talent (teachers, coordinators, principals).
• Ensure completion of resume screening, telephonic screening, scheduling interviews for technical and non-technical rounds or demo sessions.
• Manage end-to-end academic recruitment cycle including demo coordination and academic panel reviews.
• Maintain candidate database and ensure timely status updates on ERP.
• Liaise with Principals and LCD Head for academic hiring forecasts.
• Support in candidate’s documentation verification process.

B. Non-Academic Recruitment

Manage hiring for non-academic positions across HQ and branches.

• Oversee the end-to-end recruitment process from requisition approval to offer rollout ensuring workforce needs are met within manpower plans.

Ensure completion of resume screening, telephonic screening, scheduling interviews for technical and non-technical rounds.

• Coordinate with department interview panels to maintain structured assessments and ensure a strong candidate experience throughout all touchpoints.

Ensure documents are original and verified for all non-academic hires.

• Conduct thorough document verification checks and maintain compliance with audit and HR policies for onboarding readiness.

Partner with department heads for role clarity and JD design.

• Facilitate role analysis discussions and refine job descriptions to align recruitment criteria with business goals and performance expectations.

Track hiring TAT and maintain recruitment dashboards.

• Prepare and update weekly hiring trackers and analytics dashboards to monitor time-to-fill, offer-to-join ratio, and pipeline efficiency.

Liaise with all departments for non-academic hiring forecast.

• Conduct quarterly manpower planning discussions with department heads to capture upcoming vacancies, replacements, and expansion needs, ensuring proactive talent pipeline readiness.