Technical Recruiter

Sharc Hire; Mumbai; On-site; INR 300,000 - 400,000; Full time

Job summary

Sharc Hire in Mumbai is seeking a Technical Recruiter with 1–2 years of tech hiring experience to own end-to-end recruitment for Arcot Group and client mandates. You will source actively on LinkedIn and job portals, screen candidates, and coordinate with hiring managers to meet timelines.

You will build talent pools, run screenings, coordinate interviews, and support offers while maintaining ATS records and ensuring candidate engagement.

Qualifications

• 1–2 years of experience in technical recruitment / IT staffing.
• Strong comfort hiring for developers, data roles, QA, DevOps, and product/customer success.
• Proactive sourcing using LinkedIn, job portals, and tech communities.
• Ability to build proactive outreach, conduct screening, and coordinate interviews.

Responsibilities

• Own the recruitment lifecycle from intake to joining for assigned roles.
• Source candidates actively across multiple channels, not just posted applications.
• Coordinate technical assessments, interviews, and offer processes with stakeholders.
• Maintain ATS records, provide structured candidate notes, and ensure timely updates.

Skills

Tech recruitment

LinkedIn sourcing

Boolean search

ATS/CRM

Candidate engagement

Tech stack knowledge

Education

Any degree

Tools

LinkedIn Recruiter

Naukri

Indeed

GitHub

Job description

Employment Type: Full-time

Experience: 1 – 2 years in tech recruitment / staffing Department: Human Resources / Talent Acquisition CTC : 3-4LPA

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.

Role Overview

• 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

• Attend detailed intake meetings with the Recruitment Manager / hiring managers to understand:
  • Tech stack, tools, and frameworks requiredb.
  • Must-have vs good-to-have skillsc.
  • Experience range, budget, and location preferencesd.
  • Role context, reporting, and career growth
• Ask clarifying questions where needed and ensure screening criteria and search strategy are clearly defined before sourcing.
• 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:
  • Employee and external referrals
  • GitHub / Stack Overflow and other tech communities
  • WhatsApp/Telegram groups, alumni networks, meetups, and online forums
• Build and maintain role-wise talent pools for recurring roles such as:
  • Developers (frontend, backend, full-stack, mobile)
  • DevOps / Cloud / SRE
  • Data / AI / ML engineers
  • QA / Automation testers
  • Product and business analysts
  • 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:
  • Technical skills and relevant stack exposure
  • Complexity and relevance of previous projects
  • Communication skills and cultural fit
  • 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.
• 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.
• 1–2 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 others
  • 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.