Technical Recruiter

Accountability & Responsibilities of Role:

• Identify, source, and attract high-quality technical talent and other IT positions.
• Build and maintain a strong talent pipeline for niche and high-demand technology roles using platforms such as LinkedIn, GitHub, StackOverflow, Naukri, and other tech-focused communities.
• Leverage Boolean search, advanced sourcing strategies, and market mapping to target passive and active technical talent.
• Technical Candidate Management
• Conduct detailed technical screenings to assess candidate competencies, experience, and alignment with role requirements.
• Manage the end-to-end recruitment cycle for all technical positions, including sourcing, screening, interviewing, offer negotiation, and onboarding.
• Deliver an exceptional candidate experience through timely communication, transparency, and consistent engagement.
• Stakeholder Management
• Provide insights and recommendations to hiring managers on talent availability, market trends, and competitive benchmarks.
• Facilitate structured interview processes and ensure alignment between candidates and technical expectations.
• Process Optimization & Compliance
• Continuously refine technical hiring workflows for speed, efficiency, and quality.
• Ensure compliance with labor laws, data protection guidelines, and internal recruitment policies.
• Standardize evaluation frameworks, interview scorecards, and technical assessments.
• Data Management & Reporting
• Track key technical recruitment metrics and share weekly dashboards with leadership.
• Use analytics to improve sourcing effectiveness, reduce time-to-hire, and enhance technical screening accuracy.
• Prepare reports on hiring pipeline, sourcing channels, market intelligence, and recruitment performance.

Role Key Performance Indicators

• Time-to-Fill for tech positions
• Quality of Hire
• Sourcing Conversion Rates
• Offer Acceptance Rate
• Cost per Hire

Education Background:

• Bachelor's degree in Human Resources, Computer Science, Information Technology, Business Administration, or a related field.
• Master's degree in HR or Talent Management is preferred.
• Certifications such as Tech Recruitment Certified Professional, SHRM-CP, PHR, CIPD, or Technical Hiring Certifications are highly desirable.
• Additional training in technical hiring, behavioral interviewing, or competency mapping is an added advantage.

Work Experience:

• Minimum 2-5 years of experience in technical recruitment or IT hiring, preferably in a technology-driven or fast-paced environment.
• Proven expertise managing full-cycle hiring for technical and IT roles.
• Strong understanding of technologies to evaluate candidate fit.
• Experience working with ATS and HRIS platforms (e.g., Workday, Greenhouse, Lever, SAP SuccessFactors).
• Familiarity with tech sourcing platforms and technical evaluation frameworks.
• Strong understanding of technical job requirements, engineering workflows, and tech market trends.