IT/Technical Recruiter

Job Title: Technical RecruiterLocation: Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; location will be floating)Employment Type: Full-timeExperience: 2–5 years in tech recruitment / staffingDepartment: Human Resources / Talent AcquisitionCTC : 3-4LPAAbout the RoleThe 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, andExternal 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 OverviewYou 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 Responsibilities1. Requirement Understanding & Role BriefingAttend detailed intake meetings with the Recruitment Manager / hiring managers to understand:Tech stack, tools, and frameworks requiredMust-have vs good-to-have skillsExperience range, budget, and location preferencesRole context, reporting, and career growthAsk clarifying questions where needed and ensure screening criteria and search strategy are clearly defined before sourcing.2. Sourcing & Talent Pipeline BuildingTake 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 referralsGitHub / Stack Overflow and other tech communitiesWhatsApp/Telegram groups, alumni networks, meetups, and online forumsBuild and maintain role-wise talent pools for recurring roles such as:Developers (frontend, backend, full-stack, mobile)DevOps / Cloud / SREData / AI / ML engineersQA / Automation testersProduct and business analystsSupport roles (operations, customer success, sales, marketing, etc.)Ensure all sourcing activity and candidate touchpoints are logged accurately in the ATS / trackers.3. Screening & AssessmentConduct initial telephonic / video screening to evaluate:Technical skills and relevant stack exposureComplexity and relevance of previous projectsCommunication skills and cultural fitAlignment with compensation, notice period, location, and work setup expectationsCoordinate 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 ManagementSchedule 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 & JoiningSupport 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 & DocumentationMaintain 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 ImprovementStay 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 & RequirementsGraduate (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 othersBoolean search and keyword strategiesGood understanding of common tech skills and terminology (e.g 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.