Senior Recruiter

About the Role

Senior Recruiter

bridge between sourcing and hiring managers

Key Responsibilities

• Conduct

  comprehensive first- and second-round interviews

  , focusing on technical depth, problem-solving ability, and communication.
• Use

  competency-based and scenario-driven questioning

  to gauge real-world capabilities.
• Identify behavioral patterns, motivation factors, and long-term alignment with company goals.
• Prepare detailed

  interview evaluation reports

  with structured feedback and hiring recommendations.
• Collaborate with hiring managers to refine interview rubrics, evaluation scorecards, and question frameworks.
• Calibrate interview standards across teams to maintain fairness and consistency.
• Guide junior recruiters/interviewers on effective evaluation techniques.
• Maintain candidate engagement through clear communication and timely follow-ups.
• Continuously improve the interview process through feedback loops and analytics.

Required Skills & Qualifications

• 5+ years

  of proven experience in recruitment, with at least

  3 years specializing in candidate interviews and evaluations.

• Strong command of

  structured interviewing, STAR methodology

  , and

  competency-based assessments.

• Proficiency in

  modern resume screening techniques

  , including keyword mapping, predictive fit analysis, and data-driven candidate shortlisting.
• Excellent verbal and written communication; able to probe effectively and listen critically.
• Deep understanding of various job families (e.g., technical, managerial, operations).
• Ability to synthesize conversations into concise, actionable feedback.
• Experience using

  ATS platforms

  and

  interview evaluation tools

  .
• High emotional intelligence and professional judgment.

Preferred Qualifications

• Exposure to

  technical or DevOps recruitment

  is highly desirable.
• Experience in training or mentoring interviewers.
• Global or cross-cultural interviewing experience.

What Youll Gain

• Ownership of the

  interviewing process

  shaping how talent is assessed.
• A voice in defining

  what great” looks like

  for key roles.
• Collaboration with leaders who value precision, insight, and candidate experience.
• Competitive compensation and a people-first culture.