HR Recruiter

Talent Acquisition Specialist / HR Recruiter (Tech + Non-Tech) : 35 Years

Location: Work From Office Gurugram, Haryana Team: People/HR Employment: Full-time

Role summary

Own end-to-end hiring across technical (Engineering, DevOps, Data, QA, Product) and non-technical (Design, Marketing, Sales/BD, Operations, Finance) roles. You'll combine direct sourcing, structured assessment, and AI-assisted recruiting ops to deliver great talent, fastwhile protecting candidate experience and internal parity.

What you'll do

End-to-end recruitment

• Intake & calibration with hiring managers; finalise JD, success profile, interview plan, and scorecards.
• Manage lifecycle: sourcing screening interviews feedback offers pre-joining engagement.
• Build always-on pipelines for priority roles; maintain warm talent communities.

Sourcing & outreach

• Direct sourcing via LinkedIn, GitHub/Stack, job boards, referrals, communities, campuses.
• Create tailored outreach (personalised InMails, emails) with strong value prop and next steps.
• Talent mapping & competitor research; maintain pipeline health dashboards.

Assessment & candidate experience

• Run structured screens; probe skills, impact, motivation, comp fit, and level.
• Orchestrate panel interviews and tasks; ensure timely, evidence-based debriefs.
• Provide a consistent, respectful candidate experience; close the loop with all applicants.

Offer design & close

• Partner with finance/HR on compensation bands; prepare offers aligned to policy.
• Run fair, data-driven negotiations; drive offer-accept improvements.

Tools, data & process

• Use ATS/HRIS and AI tools (ChatGPT/Claude/Copilot) for sourcing, message drafts, rubric creation, and reportingalways human-reviewed.
• Track SLAs & KPIs: time-to-slate, time-to-fill, screen pass %, onsiteoffer %, offer-accept %, source quality.
• Continually improve templates, interview rubrics, and employer-brand touchpoints.

HR ops support (as needed)

• Onboarding coordination, documentation, HRIS hygiene; support culture initiatives.
  

Must-have qualifications

• 35 years in Talent Acquisition/Recruitment with full-cycle ownership.
• Proven direct sourcing across tech & non-tech roles; comfort engaging passive talent.
• Hands-on with ATS (e.g., Lever/Greenhouse/Zoho/Workable), LinkedIn Recruiter, job portals.
• AI-savvy: practical use of AI for search strings, brief drafting, interview question banks, and summary noteswith human QA.
• Excellent written & verbal communication; strong stakeholder management; high integrity.
  

Nice to have

• Startup or product-led recruiting experience; campus program exposure.
• Basic HR ops (onboarding, letters, HRIS data), and employer branding chops (LinkedIn company page, content briefs).
• Familiarity with compensation bands, parity checks, and structured interviewing.
  

Success in 90120 days

• Predictable hiring cadence with time-to-fill within SLA for top roles.
• Healthy pipelines for priority functions; offer-accept % trending up.
• Clean data in ATS, weekly dashboards to leadership, and improved candidate NPS.
  

Tools you'll likely use (indicative)

• Sourcing: LinkedIn Recruiter, Naukri/Indeed, GitHub/Stack, referrals & communities
• ATS/HRIS: Lever/Greenhouse/Zoho/Workable (or equivalent)
• Collab & docs: Google Workspace, Notion/Confluence, Sheets dashboards
• AI: ChatGPT/Claude/Copilot for drafts/research/rubrics (with review)
• Ops: Calendly, Slack, Zoom/Meet
  

How to apply

Email [Confidential Information]

with subject Talent Acquisition Specialist (35 yrs) and include:

• Resume (PDF) + LinkedIn profile
• 57 bullets on roles you've closed (function, level, avg time-to-fill, source mix)
• One sample: outreach message or interview rubric you've created (optional)

Equal Opportunity

We welcome applicants from all backgrounds and are committed to a fair, inclusive, and accessible hiring process.