Job Title: IT Recruiter

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

Employment Type: Full-time

Experience: 2–5 years in tech recruitment / staffing

Department: Human Resources / Talent Acquisition

CTC: 3-4LPA

Reports To: Recruitment Manager

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.

This is a hands-on, target-driven role focused on active, outbound sourcing – not just processing incoming applications.

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:
   • Tech stack, tools, and frameworks required
   • Must-have vs good-to-have skills
   • Experience range, budget, and location preferences
   • 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:
   • Employee and external referrals
   • GitHub / Stack Overflow and other tech communities
   • WhatsApp/Telegram groups, alumni networks, meetups, and online forums
   • Build and maintain role-wise talent pools for recurring roles such as:
   • Developers (frontend, backend, full-stack, mobile)
   • DevOps / Cloud / SRE
   • Data / AI / ML engineers
   • QA / Automation testers
   • Product and business analysts
   • 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:
   • Technical skills and relevant stack exposure
   • Complexity and relevance of previous projects
   • Communication skills and cultural fit
   • 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:
• LinkedIn (including advanced search techniques)
• Major job portals such as Indeed, Naukri, and others
• 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.