Technical Recruiter

5 years

0 Lacs

Posted:5 hours ago| Platform: Linkedin logo

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On-site

Job Type

Full Time

Job Description

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About the Role

Technical Recruiter

  • Arcot Group companies –

    Arcitech.ai, AllTalent.com, Haire.ai, ProSchool.ai

    and other internal projects, and
  • External client mandates that require

    tech talent and support staff

    .

hands-on, target-driven role

Role Overview

You will:

  • Own the

    recruitment lifecycle

    for assigned roles – from intake to joining.
  • Focus mainly on

    tech positions

    while also handling

    non-tech/support hiring

    depending on business needs.
  • Spend a significant portion of your time on

    proactive sourcing

    via LinkedIn, job portals, and communities, rather than only relying on direct applicants.
  • Work closely with the Recruitment Manager and hiring managers to

    close positions within agreed timelines and quality standards.

Key Responsibilities

1. Requirement Understanding & Role Briefing

  • Attend detailed

    intake meetings

    with the Recruitment Manager / hiring managers to understand:
  1. Tech stack, tools, and frameworks required
  2. Must-have vs good-to-have skills
  3. Experience range, budget, and location preferences
  4. Role context, reporting, and career growth
  • Ask clarifying questions where needed and ensure

    screening criteria and search strategy

    are clearly defined before sourcing.



2. Sourcing & Talent Pipeline Building

  • Take full ownership of

    active sourcing

    , not just processing applicants from posted jobs.
  • Use

    LinkedIn, Indeed, Naukri, and other job portals

    extensively to identify and reach out to relevant candidates.
  • Build and continuously refine

    Boolean search strings

    and advanced search filters to narrow down to the right profiles quickly.
  • Proactively

    send connection requests, InMails, emails, and job portal messages

    to targeted candidates with tailored outreach, followed by systematic follow-ups.
  • Tap into multiple channels beyond job boards:
  1. Employee and external referrals
  2. GitHub / Stack Overflow and other tech communities
  3. WhatsApp/Telegram groups, alumni networks, meetups, and online forums
  • Build and maintain

    role-wise talent pools

    for recurring roles such as:
  1. Developers (frontend, backend, full-stack, mobile)
  2. DevOps / Cloud / SRE
  3. Data / AI / ML engineers
  4. QA / Automation testers
  5. Product and business analysts
  6. Support roles (operations, customer success, sales, marketing, etc.)
  • Ensure all sourcing activity and candidate touchpoints are

    logged accurately in the ATS / trackers

    .

3. Screening & Assessment

  • Conduct initial

    telephonic / video screening

    to evaluate:
  1. Technical skills and relevant stack exposure
  2. Complexity and relevance of previous projects
  3. Communication skills and cultural fit
  4. Alignment with compensation, notice period, location, and work setup expectations
  • Coordinate

    technical assessments / coding tests / assignments

    as required and follow up for completion.
  • Quickly

    calibrate profiles

    with the Recruitment Manager / hiring managers by sharing a first batch of sourced candidates and aligning on what “good” looks like.
  • Present shortlisted candidates with

    structured notes

    (skills summary, notice period, CTC, reasons for fit, potential risks).

4. Interview Coordination & Process Management

  • Schedule interviews with internal stakeholders and/or clients, sharing clear information with candidates (role, panel, format).
  • Ensure interviewers have updated resumes, your screening notes, and any test results in advance.
  • Keep candidates informed about timelines, feedback expectations, and next steps.
  • Collect and record structured feedback from interviewers; update ATS/trackers promptly.
  • Escalate bottlenecks or delays to the Recruitment Manager and propose solutions (parallel pipelines, wider search, adjusted criteria, etc.).

5. Offer Management & Joining

  • Support the Recruitment Manager / HR in preparing

    offer details / CTC structures

    .
  • Clearly explain offer components to candidates and handle queries around salary structure, benefits, and role expectations.
  • Manage

    offer negotiation

    within guidelines and keep candidates engaged until joining (check-ins, documentation support, pre-joining engagement).
  • Coordinate with HR operations / onboarding for

    smooth joining

    – documentation, systems access, induction schedules.

6. ATS, Reporting & Documentation

  • Maintain

    accurate and up-to-date candidate records

    in the ATS / trackers – including stages, notes, and communication history.
  • Track and report your

    sourcing funnel metrics

    , including:

Profiles identified → contacted → responded → screened → shortlisted → interviewed → offered → joined.

  • Clearly mark candidates as

    sourced vs applied

    to help measure outbound impact.
  • Share weekly updates with the Recruitment Manager on open roles, pipeline health, risks, and suggested corrective actions.

7. Market Intelligence & Continuous Improvement

  • Stay updated on

    tech recruitment trends, salary benchmarks, demand-supply patterns, and competitor hiring

    .
  • Share market feedback on challenging roles, skill shortages, or unrealistic expectations with the Recruitment Manager for calibration.
  • Suggest improvements in JDs, search strategy, interview process, assessments, and candidate engagement based on your daily experience.


Key Skills & Requirements

  • Graduate (any discipline); specialization in HR / IT / related fields is an advantage.
  • 2–5 years of experience in

    technical recruitment / IT staffing

    , preferably in a tech/startup or staffing / consulting environment.
  • Strong comfort with hiring for

    tech roles

    (developers, data, QA, DevOps, product, etc.) and willingness to handle

    non-tech/support roles

    as needed.
  • Hands-on experience in

    proactive sourcing

    using:
  1. LinkedIn (including advanced search techniques)
  2. Major job portals such as

    Indeed, Naukri

    , and others
  3. Boolean search

    and keyword strategies
  • Good understanding of common

    tech skills and terminology

    (e.g., Java, Python, React, Node, microservices, AWS, Docker, Kubernetes, SQL/NoSQL, etc.).
  • Structured, process-oriented working style with strong documentation and follow-through.
  • Strong communication and candidate engagement skills; ability to build rapport quickly.
  • Comfortable working with

    targets, SLAs, and multiple simultaneous open roles

    .
  • High ownership, persistence, and ability to work in a dynamic, fast-paced environment.so

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