Walk-in | IT/Non IT Recruiter

Tekreant; Hyderabad; On-site; INR 600,000 - 800,000; Full time

Job summary

Tekreant is seeking a proactive IT & Non-IT Recruiter in Hyderabad to independently manage recruitment from understanding requirements to candidate joining. The candidate should be eager to learn new roles, research unfamiliar technologies, and build a strong talent pipeline while coordinating with hiring managers to ensure accurate profile alignment.

The role requires handling end-to-end recruitment across IT and non-IT functions, emphasizing quality over quantity and proactive follow-up to

Qualifications

• 2–6 years of experience in IT and Non-IT recruitment.
• End-to-end recruitment from requirement understanding to candidate closure.
• Ability to learn new profiles, research, and build talent pipelines.

Responsibilities

• Requirement Understanding & Stakeholder Management: engage hiring managers, understand business needs, and craft sourcing strategies.
• IT & Non-IT Recruitment: manage multiple roles with focus on quality and time-to-fill.
• Sourcing & Screening: create Boolean searches, assess candidates beyond resume, ensure quality submissions.
• End-to-End Recruitment Ownership: oversee from requirement to joining, with regular updates and negotiations.
• Recruitment MIS & Process Management: maintain trackers, analyze sourcing channels, and report progress.

Skills

IT & Non-IT Recruitment

End-to-End Recruitment

Stakeholder Management

Requirement Gathering

Candidate Screening

Boolean Search

Naukri / LinkedIn Recruitment

Market Research

Talent Mapping

Candidate Engagement

Offer Negotiation

Interview Coordination

Recruitment MIS

Recruitment Analytics

Strong Communication & Interpersonal

Education

Any Graduate

Postgraduate

MBA / PGDM in HR

Tools

Naukri

LinkedIn Recruiter

Job description

Job Title: IT & Non-IT Recruiter
Department: Human Resources
Experience: 2 to 6 Years
Location: Hyderabad
Employment Type: Full-Time

Job Summary

We are looking for a Male recruiter who is mature, proactive, and self-driven IT & Non-IT Recruiter who can independently manage recruitment requirements from requirement understanding to candidate joining.

The ideal candidate should not limit themselves to profiles they have recruited previously. They should have the curiosity and ability to understand new job roles, research unfamiliar technologies/functions, study the market, and build the required talent pipeline through self-learning and practical research.

The recruiter will work closely with stakeholders and hiring managers to understand the actual requirement, profile expectations, team structure, skills required, and business context before initiating sourcing.

Key Responsibilities

1. Requirement Understanding & Stakeholder Management

• Connect with hiring managers/stakeholders to understand recruitment requirements in detail.
• Go beyond the JD and understand the actual business requirement, role expectations, must-have and good-to-have skills, experience level, team structure, and candidate profile.
• Ask relevant questions to stakeholders when requirements are unclear or incomplete.
• Participate in requirement briefing discussions and convert business requirements into an effective recruitment strategy.
• Build strong working relationships with hiring managers and provide regular updates on recruitment progress.
• Proactively highlight challenges related to candidate availability, compensation, notice period, skill availability, or market conditions.

2. IT & Non-IT Recruitment

• Handle end-to-end recruitment for IT and Non-IT positions across different functions and business requirements.
• Manage multiple requirements simultaneously while maintaining focus on quality and TAT.
• Recruit for both experienced and fresher positions depending on business requirements.
• Handle niche and difficult-to-close positions through creative and alternative sourcing approaches.

3. Self-Learning & Profile Research

• Demonstrate the ability and willingness to learn new profiles independently.
• When assigned a profile that the recruiter has not worked on previously, conduct self-research to understand:
  • Job responsibilities
  • Required technical/functional skills
  • Industry terminology
  • Relevant designations
  • Career progression
  • Candidate availability
  • Competitor/company talent pools
  • Market salary ranges
• Research unfamiliar technologies, tools, processes, and functional areas before starting sourcing.
• Develop appropriate Boolean search strings, keywords, alternative job titles, and sourcing strategies based on research.
• Continuously improve recruitment knowledge through practical learning and market research.

4. Sourcing & Screening

• Source candidates through Naukri, LinkedIn, employee referrals, job portals, social media, databases, networking, and other relevant channels.
• Develop effective Boolean searches and identify passive candidates.
• Review resumes carefully instead of relying only on keyword matches.
• Conduct initial candidate screening based on technical/functional skills, experience, communication, career movement, compensation, notice period, location, and role fit.
• Ensure candidates submitted to stakeholders meet the agreed requirements and quality expectations.
• Focus on quality of shortlisting rather than quantity of resumes.

5. End-to-End Recruitment Ownership

Take complete ownership of the recruitment process:

Requirement Understanding Profile Research Sourcing Screening Candidate Submission Interview Coordination Feedback Follow-up Offer Discussion

• Maintain regular follow-up with candidates throughout the recruitment lifecycle.
• Understand and address candidate concerns proactively.
• Support offer negotiations within approved compensation structures.
• Maintain engagement with selected candidates during the notice period.
• Minimize offer dropouts, no-shows, and joining failures through proactive follow-up.

6. Recruitment MIS & Process Management

• Maintain accurate recruitment trackers and candidate databases.
• Track sourcing, screening, interviews, selections, offers, and joining status.
• Provide regular recruitment updates to HR and stakeholders.
• Monitor recruitment TAT and identify delays proactively.
• Analyze sourcing effectiveness and improve channels based on hiring outcomes.
• Maintain proper documentation and recruitment records.

Candidate Profile We Are Looking For

The candidate should demonstrate:

• Proactiveness Does not wait for instructions for every step.
• Ownership Takes responsibility for the complete requirement until closure.
• Maturity Capable of independently handling stakeholders, candidates, and recruitment challenges.
• Curiosity to Learn Willing to learn profiles, technologies, and functions that they have never recruited before.
• Research Mindset Able to independently research a new profile before beginning sourcing.
• Stakeholder Orientation Comfortable sitting with hiring managers and asking the right questions to understand the requirement.
• Problem-Solving Ability Can identify why a requirement is not closing and change the sourcing strategy accordingly.
• Quality Focus Understands that sending large numbers of irrelevant profiles is not effective recruitment.
• Adaptability Comfortable working across both IT and Non-IT requirements.
• Strong Follow-up Consistently follows through until the candidate joins.
• Accountability Takes ownership of outcomes rather than only completing assigned activities.

Key Skills

• IT & Non-IT Recruitment
• End-to-End Recruitment
• Stakeholder Management
• Requirement Gathering
• Candidate Screening
• Boolean Search
• Naukri / LinkedIn Recruitment
• Market Research
• Talent Mapping
• Candidate Engagement
• Offer Negotiation
• Interview Coordination
• Recruitment MIS
• Recruitment Analytics
• Strong Communication & Interpersonal Skills

Preferred Experience

• 3–6 years of experience in IT and/or Non-IT recruitment.
• Experience handling multiple recruitment requirements independently.
• Experience interacting directly with hiring managers and business stakeholders.
• Candidates who have demonstrated the ability to learn and recruit new or niche profiles will be preferred.
• Experience in a fast-paced organization, consulting/staffing environment, or growing business will be an advantage.

Key Performance Indicators

• Requirement-to-closure TAT
• Quality of shortlisted candidates
• Interview-to-selection ratio
• Offer-to-joining ratio
• Offer dropout / no-show rate
• Stakeholder satisfaction
• Source effectiveness
• Number of successful closures
• Candidate experience
• Ability to close new/niche requirements

Qualification

Education: Any Graduate / Postgraduate
Preferred: MBA / PGDM in Human Resources or equivalent

Important Expectation

We are looking for a recruiter who can understand a requirement, research what they don't know, develop a sourcing strategy, engage with stakeholders, and independently drive the requirement to closure.

The ability to learn and execute is more important than having prior experience in every profile.