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 – , , , 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 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 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 / 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.
