Job descriptionJob 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: 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. ● 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: 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.
