Recruitment Manager

Job Title: Recruitment Manager

Location: Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; regular travel between

locations)

Employment Type: Full-time

Experience: 710 years in recruitment (at least 34 years in a lead/manager role)

Department: Human Resources / Talent Acquisition

CTC : 10 - 14LPA

Reports To: Head HR / Business Head Talent

About Arcot Group & the Role

Arcot Group builds and supports multiple fast-growing businesses including Arcitech.ai,

AllTalent.com, Haire.ai, ProSchool.ai and other internal products, along with providing

specialized tech and support staffing services to external clients.

We are looking for a Recruitment Manager who can own and drive end-to-end hiring across

the Group with a strong focus on:

Technology recruitment (product, engineering, data, AI/ML, DevOps, QA, etc.), and

Non-tech/support hiring (operations, customer success, sales, marketing, HR,

finance, etc.), for both Arcot Group entities and client projects.

This role combines hands-on outbound recruiting with team management, stakeholder

partnering, and process ownership.

Role Overview

The Recruitment Manager will:

Lead the recruitment function for Arcot Group companies and external client

projects.

Build and manage a team of technical and corporate recruiters focused on tech

and support staffing.

Partner with business leaders and founders to understand workforce plans, close

key positions on time, and maintain a strong talent pipeline.

Drive a proactive, data-driven, and high-quality recruitment process across

brands.

Key Responsibilities

1. Talent Acquisition Strategy & Planning

Own and drive the overall hiring strategy for tech and non-tech roles across Arcot

Group and client projects.

Work with leadership to understand annual and quarterly manpower plans, critical

roles, and hiring priorities.

Define sourcing mix (LinkedIn, Indeed, Naukri, other job portals, communities,

referrals, vendors, campuses, social media, etc.) suited for different roles and

geographies.

Create and maintain role-wise hiring playbooks (JDs, interview structures,

assessments, evaluation criteria) for recurring positions.

Ensure that for all hard-to-fill and niche roles, a clear outbound sourcing strategy

is documented and implemented.

2. Hands-on Tech & Non-tech Recruitment

1) Personally drive hiring for critical, senior, and niche positions, especially in tech

and leadership roles.

2) Set the standard for advanced proactive sourcing, including:

a) LinkedIn advanced search / LinkedIn Recruiter

b) Indeed, Naukri, and other job portals

c) Communities (GitHub, Stack Overflow, Discord/Slack groups), meetups,

and networks

3) Use and refine Boolean search strings and role-specific keywords to identify

passive and semi-active talent, not just applicants.

4) Ensure proactive outreach through personalized connection requests, InMails,

emails, and job portal messages, followed by structured follow-ups.

5) Build and maintain structured talent pipelines for recurring and strategic roles

(developers, data, AI/ML, DevOps, QA, product, customer success, sales, etc.).

6) Guide the team to calibrate profiles quickly with hiring managers, refining search

criteria dynamically based on market feedback.

3. Team Leadership & Capacity Management

Lead, coach, and mentor the HR / TA team (technical recruiters, talent acquisition

executives, coordinators).

Allocate roles, mandates, and priorities; balance workload across internal brands

and client staffing projects.

Set and monitor KRAs/KPIs for the recruitment team:

a. Time-to-fill, quality of hire, offer-to-join ratio

b. Inbound vs outbound pipeline mix

c. Sourcing productivity (reach-outs, response rates, sourced-to-shortlisted

conversion)

Train and coach the team on:

a. Boolean search techniques (AND/OR/NOT, nesting, field-based queries)

b. Advanced LinkedIn and job portal sourcing

c. Candidate engagement and follow-up best practices

Conduct regular 1:1s and performance reviews; drive capability-building sessions

and sharing of sourcing best practices.

4. Stakeholder Management & Business Partnering

Act as the primary recruitment partner for founders, business heads, tech leaders,

and functional managers across Arcot Group and key clients.

Run structured intake discussions for each mandate to clarify expectations on

role, skills, budget, and timelines.

Provide market insights (talent availability, salary benchmarks, sourcing

challenges) to help stakeholders make informed decisions.

Set and manage expectations on timelines, process steps, candidate availability,

and constraints.

Ensure consistent, timely communication with stakeholders through dashboards,

status updates, and review meetings.

5. Process Excellence, ATS & Metrics

Own the recruitment process design and governance from requisition approval

to onboarding handover.

Ensure effective use of ATS / tracking tools (including AllTalent.com where

relevant) and adherence to documentation standards.

Track and publish weekly/monthly dashboards, including:

a. Open positions and status by brand / client

b. Inbound vs outbound pipeline statistics

c. Source-wise performance and cost per hire

d. Interview-to-offer and offer-to-join ratios

Track outbound activity metrics such as reach-outs, responses, and sourced

candidate conversions, and use them to refine sourcing strategy.

Drive continuous improvement in conversion rates, reduce last-minute drop-offs,

and shorten time-to-fill without compromising quality.

6. Employer Branding & Candidate Experience

Work with Marketing and leadership to position Arcot Group and its brands

(Arcitech.ai, AllTalent.com, Haire.ai, ProSchool.ai, etc.) attractively in the talent

market.

Ensure JDs, outreach messages, and communication are clear, compelling, and

consistent across roles and platforms.

Own the candidate experience from first contact to closure timely responses,

respectful rejections, and transparent updates.

Capture candidate feedback and use it to refine the hiring story and process.

7. Vendor, Partner & Client Coordination (Staffing Side)

Identify, onboard, and manage recruitment vendors / staffing partners for niche or

volume mandates where required.

Work closely with external clients on staffing projects:

a. Clarify role expectations and SLAs

b. Provide regular updates on pipeline and closures

c. Ensure agreed hiring timelines are met

Monitor performance of vendors and internal team on client mandates; take

corrective actions when needed.

8. HR Analytics & Continuous Improvement

Use recruitment data and metrics to provide insights on cost, productivity,

bottlenecks, and talent market behaviour.

Identify process gaps and drive continuous improvement in sourcing, screening,

interview design, and offer management.

Evaluate and recommend tools and automation opportunities that can improve

recruiting efficiency and candidate experience.

Key Skills & Requirements

Graduate / Postgraduate, preferably with specialization in HR / Business

Management.

710 years of end-to-end recruitment experience, including:

a. Significant exposure to tech hiring (product, engineering, data, AI/ML,

infra, QA, etc.).

b. Strong exposure to support / corporate hiring (operations, CS, sales,

marketing, HR, finance, etc.).

Prior experience in a tech/startup or staffing / consulting environment is strongly

preferred.

Proven experience in leading and managing a recruitment team.

Demonstrated success in closing hard-to-fill and niche roles using outbound

strategies.

Advanced hands-on skills in:

a. Boolean search and advanced job portal search

b. LinkedIn (including LinkedIn Recruiter / advanced filters)

c. Job portals such as Indeed, Naukri, etc.

Strong knowledge of sourcing practices, funnel management, and recruitment

metrics.

Data-driven, structured working style with strong documentation discipline.

Excellent communication, negotiation, and stakeholder management skills.

High ownership, resilience, and comfort working in a fast-paced, multi-brand

environment.