AI Technical Recruiter

Santriya Technologies; United States; Remote; USD 60,000 - 100,000; Full time

Job summary

Santriya Technologies Ltd is seeking an AI Technical Recruiter to recruit technical talent by combining domain understanding with AI-assisted sourcing and evidence-based screening for software, data, AI, cloud, cybersecurity and digital delivery roles.

In this role you will map adjacent titles with AI, conduct structured screenings, prepare candidate summaries with identified gaps and risks, and coordinate technical interviews while maintaining compliant ATS data and fair-hiring practices.

Qualifications

• Experience recruiting technical roles (software, data, AI, cloud, cybersecurity)
• Ability to map adjacent titles/skills using AI
• Experience conducting structured, evidence-based screening

Responsibilities

• Clarify technical outcomes, stack, and seniority with hiring teams
• Use AI to map adjacent titles/skills and source candidates with evidence
• Conduct structured screening on scope, depth, decisions, delivery and learning
• Prepare accurate candidate summaries with strengths, gaps and risks
• Coordinate technical interviews and capture calibrated feedback
• Advise hiring teams when specifications are unrealistic or over-constrained
• Maintain ATS data, talent communities and reusable search strategies
• Apply fair-hiring, privacy and AI-use guidelines throughout.

Skills

AI-assisted sourcing

Structured screening

Candidate summaries

ATS data management

Privacy & fair-hiring

Tools

ATS software

GenAI copilots

Enterprise search/RAG

Job description

Santriya Technologies is seeking an AI Technical Recruiter to recruit technical talent by combining domain understanding with AI-assisted sourcing and evidence-based screening for software, data, AI, cloud, cybersecurity and digital delivery roles.

Product & documentation operating model

You will be assigned one or more company products, client solutions or operational services. The approved product documentation, SOPs, policies, process maps, knowledge articles, release notes, controls, scripts and AI runbooks are the source of truth. Use only approved enterprise AI tools to retrieve, summarize, draft, classify, prioritize or automate work. Validate material AI outputs against current documentation and authoritative system data, record exceptions, and **escalate conflicts or missing guidance.** Do not invent product features, prices, customer entitlements, engineering limits, regulatory positions or safety instructions.

Key Responsibilities

• Clarify technical outcomes, stack, architecture context, seniority and non-negotiables with hiring teams.
• Use AI to map adjacent titles/skills and source candidates, validating experience against projects and evidence.
• Conduct structured screening on scope, depth, decisions, delivery and learning rather than keyword counting.
• Prepare accurate candidate summaries with strengths, gaps and risks.
• Coordinate technical interviews and capture calibrated feedback.
• Advise hiring teams when specifications are unrealistic or over-constrained.
• Maintain ATS data, talent communities and reusable search strategies.
• Apply fair-hiring, privacy and AI-use guidelines throughout.

AI-enabled ways of working

• Use approved GenAI copilots, enterprise search/RAG, analytics and workflow agents to reduce repetitive work and improve decision preparation.
• Keep prompts, outputs and automated actions within approved data-access, confidentiality and retention rules.
• Correct inaccurate summaries, classifications or recommendations before they become customer, operational or system records.
• Feed recurring AI errors, knowledge gaps and process friction into product, documentation and control improvement.

Human accountability

AI is a copilot, not the accountable decision-maker. The role holder remains responsible for judgement, quality, privacy, security and appropriate escalation. Credit, fraud blocking, legal/regulatory, financial advice, safety-critical, clinical, employment and other high-impact decisions must follow delegated authority and required human review.

Success Measures

• Shortlist quality and technical interview pass rate improve
• Time-to-fill reduces
• Candidate summaries are evidence-based
• Hiring criteria become clearer and more realistic