Technical Recruiter

Suitable AI; Dadri; On-site; INR 450,000 - 750,000; Full time

Job summary

Suitable AI is seeking a Technical Recruiter to source, screen, and qualify candidates for niche engineering roles across IT, automotive, aerospace, embedded systems, EV, and manufacturing. You will break down technical JDs, build targeted search strategies, and map the market for recurring roles.

You will conduct first-level screening, validate hands-on exposure beyond keywords, and coordinate interviews with candidates and internal teams, ensuring a strong pipeline for critical projects.

Qualifications

• Experience breaking down technical JDs into must-have, good-to-have, and deal-breaker criteria.
• Ability to understand engineering requirements across IT, automotive, aerospace, embedded systems, EV, manufacturing, and design.
• Strong sourcing and screening capabilities beyond keyword matching.

Responsibilities

• Understand technical requirements from hiring managers or client teams.
• Break down JDs into must-have, good-to-have, and deal-breaker criteria.
• Identify role domains (development, design, validation, testing, integration, manufacturing, or support).
• Ask clarifying questions before starting the search.
• Build a clear sourcing plan for every role.

Job description

We are looking for a Technical Recruiter who can source, screen, and qualify candidates for niche engineering roles across IT, automotive, aerospace, embedded systems, EV, manufacturing, mechanical design, validation, and product engineering.

The recruiter must be able to understand engineering requirements, break down technical JDs, create strong search strategies, identify the right target companies, and screen candidates beyond keyword matching.

Key Responsibilities

• Understand technical requirements from hiring managers or client teams.
• Break down JDs into must-have, good-to-have, and deal-breaker criteria.
• Identify whether the role is related to development, design, validation, testing, integration, manufacturing, or support.
• Ask the right clarification questions before starting the search.
• Build a clear sourcing plan for every role.

2. Candidate Sourcing

• Source candidates through Naukri, LinkedIn, internal databases, referrals, and other sourcing channels.
• Identify relevant target companies for each role.
• Search for candidates across automotive OEMs, Tier-1 suppliers, ER&D service companies, aerospace companies, manufacturing companies, and engineering consulting firms.
• Build talent pipelines for recurring niche engineering roles.

3. Technical Screening

• Conduct first-level screening calls with candidates.
• Validate candidate experience beyond resume keywords.
• Ask project-specific questions to understand actual hands‑on exposure.
• Check domain relevance, tools used, project ownership, notice period, salary fit, location preference, and motivation.
• Identify red flags before submission.

4. Candidate Submission & Coordination

• Prepare high-quality candidate submission notes.
• Clearly explain why a candidate fits the requirement.
• Maintain accurate trackers with candidate status and next steps.
• Coordinate interviews and follow-ups with candidates and internal teams.
• Collect feedback and improve future searches based on rejection reasons.

5. Market Mapping

• Build target company lists for automotive, aerospace, embedded, EV, and engineering roles.
• Track where relevant talent is available.
• Share market feedback on salary, notice period, availability, and skill scarcity.
• Help improve search strategy for difficult or low-supply roles.