Senior US IT Recruiter and Sales Recruiter

Role & responsibilities of US IT Recruiter

Talent Sourcing:

• Utilize job portals, social media, and other platforms to identify suitable candidates for various US IT roles.
  
• Screen resumes to shortlist candidates based on job descriptions and requirements.
  

• Candidate Communication:

• Conduct initial interviews via phone or video calls to assess candidate qualifications, experience, and cultural fit.
  
• Coordinate and schedule interviews between candidates and hiring managers.
  

Recruitment Tools and ATS Management:

• Update and manage candidate information in the Applicant Tracking System (ATS).
  
• Maintain accurate records of interviews, feedback, and communications.
  

Offer Management:

• Assist in the preparation and distribution of offer letters to successful candidates.
  
• Work with HR to onboard new hires smoothly.
  

• Market Research:

• Stay updated with current IT trends and the US job market to find the best candidates for technical roles.
  

Preferred candidate profile

• Education:

• Bachelors degree
  

• Skills and Competencies:

• Communication and interpersonal skills.
  
• Ability to work in a fast-paced environment and meet deadlines.
  
• Basic knowledge of IT terminology and technical recruitment (preferred but not mandatory).
  
• Proficiency in using MS Office, job portals, and social media platforms for recruitment.
  

• Attributes:

• Willingness to learn and adapt to new challenges.
  
• High level of integrity and confidentiality in handling sensitive information.
  
• A proactive and positive attitude.
  

Preferred Qualifications:

• Familiarity with US staffing, recruitment processes, or experience with US-based clients (even if its through internships or training) (optional)
  
• Basic understanding of different work visas and employment authorization in the US, such as H1B, GC, and OPT (optional).

Roles and Responsibilities of a Sales Recruiter

1. Collaborate with Sales Leadership:

• Work closely with sales managers and department heads to understand current and future hiring needs.
  
• Define job requirements and ideal candidate profiles for various sales roles.
  

2. Talent Sourcing:

• Use multiple sourcing strategies such as LinkedIn, job portals, social media, employee referrals, and networking events to identify potential candidates.
  
• Build and maintain a pipeline of qualified sales professionals.
  

3. Screening and Evaluation:

• Conduct initial screening calls to assess candidates experience, skills, and cultural fit.
  
• Evaluate candidates’ sales aptitude, communication, negotiation, and relationship-building skills.
  

4. Interview Coordination:

• Schedule and coordinate interviews with hiring managers and relevant stakeholders.
  
• Guide candidates through the recruitment process, providing updates and feedback.
  

5. Candidate Management:

• Maintain regular communication with candidates throughout the hiring cycle.
  
• Ensure a positive candidate experience to build a strong employer brand.
  

6. Offer Management and Onboarding:

• Support hiring managers in preparing and extending job offers.
  
• Collaborate with HR for smooth onboarding of new hires.
  

7. Data Management & Reporting:

• Maintain accurate candidate records in the Applicant Tracking System (ATS).
  
• Track recruitment metrics (e.g., time-to-fill, source effectiveness, offer acceptance rate).
  

8. Market Intelligence:

• Stay informed about industry trends, compensation benchmarks, and competitor hiring activity.
  
• Provide insights and recommendations to improve recruitment strategies.
  

9. Employer Branding:

• Represent the company at job fairs, virtual events, and industry meetups.
  
• Promote the organization’s culture and values to attract top talent.
  

10. Process Improvement:

• Continuously review and improve recruitment processes for efficiency and effectiveness.
  
• Gather feedback from hiring managers and candidates to refine hiring strategies.