Technical Recruiter

Job Title: Technical Recruiter

Location: Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; sourcing flexibility as required)

Employment Type: Full-time

Experience: 1 – 2 years in tech recruitment / staffing Department: Human Resources / Talent Acquisition CTC : 3-4LPA

About the Role

The Technical Recruiter will be responsible for end-to-end hiring delivery of technology and support roles for: 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.

Role Overview:

● 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: a. Tech stack, tools, and frameworks required b. Must-have vs good-to-have skills c. Experience range, budget, and location preferences d. 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: a. Employee and external referrals b. GitHub / Stack Overflow and other tech communities c. WhatsApp/Telegram groups, alumni networks, meetups, and online forums

● Build and maintain role-wise talent pools for recurring roles such as: a. Developers (frontend, backend, full-stack, mobile) b. DevOps / Cloud / SRE c. Data / AI / ML engineers d. QA / Automation testers e. Product and business analysts f. 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: a. Technical skills and relevant stack exposure b. Complexity and relevance of previous projects c. Communication skills and cultural fit d. 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.

● 1–2 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: a. LinkedIn (including advanced search techniques)b. Major job portals such as Indeed, Naukri, and others c. 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.