Technical Recruiter

Meolaa E-commerce Private Limited; Bengaluru; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Meolaa E-commerce Private Limited is seeking a Tech Recruiter to own the engineering hiring roadmap, source top talent beyond LinkedIn, and maintain a healthy, pre-screened candidate pipeline. You’ll liaison with engineering leaders and the CTO to forecast needs and close critical roles with quality hires.

You’ll craft sourcing strategies for hard-to-fill roles like AI engineers and DevOps, while ensuring a positive candidate experience and timely offers.

Qualifications

• 3–6 years of tech recruiting experience.
• Filled engineering roles and built engineering teams.
• Read resumes to distinguish real skills from buzzwords.

Responsibilities

• Own the engineering hiring roadmap and ensure quality.
• Source engineers from GitHub, communities, conferences, and referrals.
• Build relationships with engineering leaders and the CTO.
• Break down roadmaps into hiring needs and headcount.
• Manage multiple offers and negotiate with engineers who have leverage.
• Maintain pipeline health with 3–4 candidates per open role.
• Present hiring pipeline health to CTO with metrics.

Skills

Tech recruiting

GitHub sourcing

Engineering stakeholder relations

Boolean search

Candidate pipelining

Offer negotiation

Interview coordination

Hiring analytics

Hiring strategy

Tools

GitHub

LinkedIn

Job description

At Meolaa, tech talent is our bottleneck. We're building D2C infrastructure, data pipelines, marketplace integrations, and systems that need to scale from ₹1Cr to ₹100Cr ARR. We need someone who understands what good engineering looks like, can source in a competitive market, and moves fast without hiring people who'll slow us down.

The role is Tech Recruiter.

The reality is you own the engineering hiring roadmap, and you own quality.

What does that actually mean?

It means on Monday you're convincing a Backend engineer why Meolaa's problem is more interesting than the Stripe offer they just got.

On Tuesday you're breaking down the CTO's roadmap into hiring needs how many DevOps engineers do we need for Q2?

On Wednesday you're doing final interviews and making the call on your top 3 candidates.

On Thursday you're handling competing offers and negotiating with engineers who have leverage.

On Friday you're presenting hiring pipeline health to the CTO, candidate quality, time-to-hire, pipeline depth.

No two weeks look the same. Every week you're moving the needle on team composition.

What You'll Own

• Build and own Meolaa's employer brand in the tech community
• Source engineers from GitHub, communities, conferences, referrals not just LinkedIn
• Build relationships with engineering leaders and CTOs
• Know what's hot (AI engineers, DevOps) and what's cold (dying tech stacks)
• Be known as the person who connects good engineers to interesting problems
• Build Boolean search strings that actually return quality candidates
• Maintain a warm pipeline of pre-screened candidates (never scrambling)
• Know the difference between a good engineer and a good interviewer
• Build sourcing strategies for hard-to-fill roles (DevOps, ML engineers)
• Screen candidates technically enough to know good from mediocre
• Brief your interview team on who's coming and what to probe
• Debrief after interviews and make hiring recommendations (not just pass candidates through)
• Own candidate experience make Meolaa a place people want to work
• Flag red flags early if someone's a flight risk, you should see it
• Own hiring timelines CTO says \"I need a DevOps engineer by Month 3,\" you own that
• Maintain pipeline health 3-4 candidates in process for each open role
• Manage competing offers and counter-offer strategically
• Keep candidates warm through the process - silence kills pipelines
• Own time-to-hire metrics and identify bottlenecks
• Work with the CTO to understand hiring needs before they feel the pain
• Build job descriptions that don't sound like every other startup post
• Coordinate with People Ops on compensation bands, offers, onboarding
• Track retention of hires you've made if they leave in 6 months, you know why
• Be a thought partner to engineering leadership on hiring strategy
• Own first 90 days for engineering hires smooth onboarding, clear expectations
• Follow up on new hires at 30/60/90 days catch problems early
• Build relationships with engineers so they feel supported
• Flag flight risks and help leadership retain key people
• Track why people leave and feed insights back to improve hiring

You might be the one if

• You have 3-6 years of tech recruiting experience
• You've filled engineering roles and built engineering teams
• You understand technology well enough to have real conversations with engineers
• You know the difference between full-stack and backend, and why it matters
• You've sourced engineers outside LinkedIn (communities, GitHub, referrals)
• You've dealt with competing offers and know how to retain talent
• You can read a resume and know if someone's actually good or just has buzzwords
• Prior experience in D2C, startups, or consumer tech is a strong plus
• You know Bangalore's tech talent market - where they are, what they care about, what they're paid
• You think like a matchmaker you're matching people to problems they care about, not just filling positions

Why Meolaa?

We're building tech that's not trivial. D2C platform, marketplace integrations, supply chain visibility, data pipelines - engineers here solve real problems. That's attractive to good engineers. Your job is to find them and convince them this is more interesting than another FAANG role.

You'll have a CTO who actually cares about hiring right. You'll have budget. And you'll have autonomy to source aggressively without permission at every step.

This isn't a volume recruiting role.

This is a quality hiring role at a company that values engineering.