Domestic IT recruiter

Key Responsibilities

Talent Acquisition (70%)

 Handle end-to-end recruitment for IT and Non-IT profiles.  Understand hiring requirements and prepare job descriptions accordingly.  Source candidates through multiple recruitment portals such as Indeed, Naukri, LinkedIn, Cutshort, Internshala, Job Hai, and other platforms.  Screen resumes, shortlist candidates, and conduct initial HR interviews.  Schedule and coordinate interviews with hiring managers.  Manage candidate communication and follow-ups throughout the hiring process.  Maintain recruitment trackers and ensure timely closures of open positions.  Build a strong talent pipeline for current and future hiring needs.

HR Operations (30%)

 Update and maintain employee data and records in the CRM/HRMS portal.  Prepare and issue offer letters, appointment letters, and other HR documentation.  Conduct employee verification and onboarding formalities.  Support employee engagement activities and initiatives.  Maintain attendance, documentation, and HR trackers.  Assist in employee coordination and day-to-day HR administrative tasks. 

About AbleCredit

AbleCredit is an AI-powered platform transforming the BFSI ecosystem through intelligent automation across onboarding, credit, claims, collections, and other critical workflows.

As we continue to scale, we're looking for a Recruiter/ Talent Acquisition Specialist who can take ownership of hiring across both technical and non-technical functions and help us build a strong, high performing team.

What you'll do?

• Own the end-to-end recruitment process across IT and non-IT roles, from sourcing and screening to offer closure and onboarding.
• Partner closely with hiring managers to understand role requirements, define candidate profiles, and drive hiring timelines.
• Source candidates through job portals, referrals, recruitment partners, and other relevant channels.
• Handle hiring for technical roles such as Engineering, AI/ML, QA, Product, and other technology functions.
• Manage hiring for non-technical roles across Sales, Business, Operations, HR, Finance, and other corporate functions.
• Conduct initial candidate screening and assess candidates against role requirements, experience, compensation, notice period, and overall fit.
• Coordinate interviews and ensure a smooth candidate experience throughout the hiring process.
• Drive offer discussions, negotiations, and closures while maintaining a strong candidate relationship.
• Build and maintain a healthy talent pipeline for current and upcoming hiring requirements.
• Work closely with internal stakeholders to track hiring progress, feedback, and closures.
• Identify and experiment with new sourcing strategies to improve the quality and speed of hiring.
• Maintain accurate recruitment data and ensure hiring trackers and ATS records are up to date.

What we're looking for?

• 2+ years of experience in recruitment/ talent acquisition, preferably in a fast-paced startup or high-growth environment.
• Hands-on experience hiring for both IT and non-IT roles.
• Strong sourcing capabilities and familiarity with platforms such as LinkedIn, Cutshort, and other recruitment channels.
• Good understanding of technical hiring and the ability to evaluate profiles for technology roles at a basic level.
• Strong communication, stakeholder management, and candidate engagement skills.
• Ability to manage multiple open positions and priorities simultaneously.
• Strong ownership and follow-through — you should be comfortable taking a requirement from intake to closure.
• Comfortable working in a fast-paced environment where priorities can evolve quickly.

Why AbleCredit?

• An opportunity to work closely with founders and business leaders.
• Exposure to diverse hiring across technology, product, sales, and business functions.
• A fast-paced startup environment with significant learning and growth opportunities.

We are looking to hire Recruiters for IT Staffing role

Location - Bangalore /Gurgoan / Pune

Exp - 3 yrs

About the Role

We’re looking for a Talent Acquisition Specialist with strong experience in UK hiring, particularly across Technology and Marketing roles.

You will be responsible for managing the recruitment process end-to-end, working closely with hiring managers to understand requirements, source relevant candidates, conduct initial screening, and drive positions through to closure.

Hiring Market: UK

What You’ll Do

• Manage end-to-end recruitment for UK-based positions
• Handle hiring across Technology and Marketing functions
• Source candidates through LinkedIn Recruiter, job boards, referrals, databases, and other channels
• Screen candidates for skills, experience, communication, salary expectations, notice period, and overall fit
• Build and maintain a strong pipeline of UK talent
• Work closely with hiring managers to understand role requirements and refine candidate profiles
• Coordinate interviews and manage candidate communication throughout the hiring process
• Negotiate and close candidates where required
• Maintain accurate recruitment data and candidate records in the ATS
• Track hiring progress, pipeline, conversion, and closure metrics
• Ensure a smooth and professional candidate experience
• Stay updated on UK talent availability, recruitment trends, salary benchmarks, and hiring practices

Hiring Exposure

The ideal candidate should have experience recruiting for roles such as:

Technology:

Software Developers, Full Stack Developers, Backend/Frontend Developers, QA, DevOps, Cloud, Data, AI/ML, Product, UI/UX and other technology roles.

Marketing:

Digital Marketing, Performance Marketing, SEO, Content, Social Media, Growth, Brand, Product Marketing and related roles.

What We’re Looking For

• 2–5 years of hands-on recruitment / talent acquisition experience
• Strong experience hiring for the UK market
• Proven experience recruiting for Tech and Marketing roles
• Strong sourcing and candidate-screening skills
• Hands-on experience with LinkedIn Recruiter and other sourcing platforms
• Good understanding of UK recruitment practices and candidate expectations
• Strong communication and stakeholder-management skills
• Ability to manage multiple positions independently
• Comfortable working in a fast-paced startup environment
• Strong ownership of hiring targets and timelines

Good to Have

• Experience working with UK startups, SaaS or technology companies
• Existing UK candidate network
• Experience with ATS and recruitment analytics
• Experience handling both permanent and contract hiring
• Familiarity with UK salary benchmarks and employment market

Handle end-to-end recruitment from sourcing to onboarding.

Source candidates through LinkedIn, job portals, referrals, and databases.

Screen resumes and conduct initial telephonic interviews.

Coordinate interviews with candidates and hiring managers.

Manage candidate follow-ups, offer discussions, and joining formalities.

Maintain recruitment trackers and build a strong talent pipeline.

Work closely with the team to close positions within timelines.

Job Description: Talent Acquisition Specialist

(Cybersecurity Platform)

Location: Based in Bengaluru, India, hiring for our India & US offices | Full-time

About the Team

SecurITe’s mission is to build an Agentic-AI driven security platform that protects critical

infrastructure from modern cyber threats. Our focus is on delivering highly performant, resilient,

and intelligent network security systems that help defenders stay ahead of adversaries.

About the Role

We’re looking for an exceptional Talent Acquisition Specialist to own end-to-end hiring for

SecurITe as we scale our next-generation agentic-AI cybersecurity platform. You’ll be based in

India and will lead full-cycle recruiting across both our India and US offices, partnering directly

with our founders and engineering leaders to build a world-class team of engineers,

researchers, and go-to-market talent in both geographies.

This is a foundational hire: you won’t just fill open roles, you’ll build the recruiting engine,

employer brand, and hiring processes that scale with us across two very different talent

markets.

Why This Role Matters

Cybersecurity is undergoing a fundamental shift. AI is no longer an enhancement—it’s

becoming the core engine of how detection, investigation, and response are executed. As our

Talent Acquisition Specialist, you will build the pipelines, processes, and candidate experience

that bring in the engineers, researchers, and operators who build these systems. Your work will

directly determine the caliber of team that shapes the future of AI-driven security, across both

our India and US offices. This is a chance to build a hiring function from the ground up while

helping an entire industry attract the talent it needs to outpace modern attackers.

What You’ll Do

•​ Own full-cycle recruiting for both India and US offices — sourcing, screening, interview

coordination, offer negotiation, and closing — across engineering, AI/ML, security research,

product, and GTM roles.

•​ Partner with hiring managers and founders to define role scorecards, interview loops, and

hiring bars for each function and each geography.

•​ Build and manage talent pipelines across India and the US, understanding local market

dynamics, compensation benchmarks, and candidate expectations in each market.

•​ Source proactively through LinkedIn Recruiter, niche AI/security communities, referrals, and

university or bootcamp partnerships in both countries.

•​ Own the candidate experience end-to-end, ensuring a fast, high-touch process that reflects

a top-tier AI security company.

•​ Maintain ATS hygiene and hiring metrics (time-to-fill, pipeline conversion, source

effectiveness) and report on hiring progress to leadership.

•​ Structure and negotiate offers in partnership with founders/finance, including equity and, for

US roles, visa or relocation considerations.

•​ Navigate India- and US-specific employment nuances — offer letters, background checks,

visa sponsorship (e.g., H-1B) where relevant, and statutory compliance — in partnership

with legal and finance.

•​ Build SecurITe’s early-stage employer brand: careers page content, job postings, LinkedIn

presence, and community/conference engagement to attract AI and security talent.

•​ Stand up scalable recruiting processes, tooling (ATS, sourcing tools), and playbooks that

support hiring across both offices as headcount grows.

Impact You’ll Have

•​ Directly shape the team that builds SecurITe’s platform — every hire you close changes the

trajectory of the company.

•​ Build the hiring engine and playbooks that scale hiring beyond your own individual sourcing

efforts.

•​ Establish SecurITe’s employer brand in two competitive talent markets: Indian tech/security

talent and US AI/security talent.

•​ Become a trusted partner to founders on org design, headcount planning, and hiring

strategy as the company scales across geographies.

Required Experience

•​ 5+ years of full-cycle recruiting experience, including at least 2+ years recruiting for both

India- and US-based roles.

•​ Proven track record hiring technical talent (software engineers, ML/AI engineers, or security

engineers) at a startup or high-growth technology company.

•​ Experience recruiting across multiple functions simultaneously (engineering, GTM,

operations).

•​ Experience working directly with founders or senior executives on hiring strategy and

headcount planning.

Required Skills & Qualifications

•​ Strong sourcing skills — LinkedIn Recruiter, Boolean search, and creative sourcing

channels for hard-to-fill technical and security roles.

•​ Hands-on experience with ATS platforms (e.g., Greenhouse, Lever, Ashby) and building

recruiting dashboards/metrics.

•​ Excellent stakeholder management — comfortable running hiring conversations directly with

founders, engineering leads, and candidates at all levels.

•​ Strong written and verbal communication skills, high ownership, and comfort operating with

minimal process in a fast-moving startup.

•​ Bachelor’s degree or equivalent practical experience.

Nice to Have

•​ Working knowledge of India and US employment and immigration basics (offer structuring,

visa sponsorship such as H-1B/L-1, background verification, statutory compliance), or a

proven ability to partner effectively with legal/immigration counsel. (We prioritize US

candidates who don't require sponsorship, but this knowledge is valuable to have.)

•​ Prior recruiting experience in cybersecurity, AI/ML, or infrastructure/platform companies.

•​ Experience building an HR or recruiting function from the ground up at an early-stage

startup.

•​ Familiarity with equity compensation structures for both Indian and US employees.

•​ Experience setting up or scaling recruiting operations across multiple countries or legal

entities.

WE’RE HIRING – HR RECRUITER

Company: INODAYA PRECEPTORS PVT LTD

Location: Near Medihalli Bus Stand, Next to Govt. School

Experience: Minimum 6 Months in HR Recruitment

Work Mode: Work From Office

Salary: Performance-Based

Role: Candidate sourcing, screening, interview coordination & follow-ups.

Job Title: Technical Recruiter

Location: Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; location will be floating)

Employment Type: Full-time

Experience: 2–5 years in tech recruitment / staffing

Department: Human Resources / Talent Acquisition

CTC : 3-4LPA

About the Role

The Technical Recruiter will be responsible for end-to-end hiring delivery of technology and support roles for:

• Arcot Group companies – Arcitech.ai, AllTalent.com, Haire.ai, ProSchool.ai and other internal projects, and
• External client mandates that require tech talent and support staff.

This is a hands-on, target-driven role focused on active, outbound sourcing – not just processing incoming applications.

Role Overview

You will:

• Own the recruitment lifecycle for assigned roles – from intake to joining.
• Focus mainly on tech positions while also handling non-tech/support hiring depending on business needs.
• Spend a significant portion of your time on proactive sourcing via LinkedIn, job portals, and communities, rather than only relying on direct applicants.
• Work closely with the Recruitment Manager and hiring managers to close positions within agreed timelines and quality standards.

Key Responsibilities1. Requirement Understanding & Role Briefing

• Attend detailed intake meetings with the Recruitment Manager / hiring managers to understand:
• Tech stack, tools, and frameworks required
• Must-have vs good-to-have skills
• Experience range, budget, and location preferences
• Role context, reporting, and career growth
• Ask clarifying questions where needed and ensure screening criteria and search strategy are clearly defined before sourcing.

2. Sourcing & Talent Pipeline Building

• Take full ownership of active sourcing, not just processing applicants from posted jobs.
• Use LinkedIn, Indeed, Naukri, and other job portals extensively to identify and reach out to relevant candidates.
• Build and continuously refine Boolean search strings and advanced search filters to narrow down to the right profiles quickly.
• Proactively send connection requests, InMails, emails, and job portal messages to targeted candidates with tailored outreach, followed by systematic follow-ups.
• Tap into multiple channels beyond job boards:
• Employee and external referrals
• GitHub / Stack Overflow and other tech communities
• WhatsApp/Telegram groups, alumni networks, meetups, and online forums
• Build and maintain role-wise talent pools for recurring roles such as:
• Developers (frontend, backend, full-stack, mobile)
• DevOps / Cloud / SRE
• Data / AI / ML engineers
• QA / Automation testers
• Product and business analysts
• Support roles (operations, customer success, sales, marketing, etc.)
• Ensure all sourcing activity and candidate touchpoints are logged accurately in the ATS / trackers.

3. Screening & Assessment

• Conduct initial telephonic / video screening to evaluate:
• Technical skills and relevant stack exposure
• Complexity and relevance of previous projects
• Communication skills and cultural fit
• Alignment with compensation, notice period, location, and work setup expectations
• Coordinate technical assessments / coding tests / assignments as required and follow up for completion.
• Quickly calibrate profiles with the Recruitment Manager / hiring managers by sharing a first batch of sourced candidates and aligning on what “good” looks like.
• Present shortlisted candidates with structured notes (skills summary, notice period, CTC, reasons for fit, potential risks).

4. Interview Coordination & Process Management

• Schedule interviews with internal stakeholders and/or clients, sharing clear information with candidates (role, panel, format).
• Ensure interviewers have updated resumes, your screening notes, and any test results in advance.
• Keep candidates informed about timelines, feedback expectations, and next steps.
• Collect and record structured feedback from interviewers; update ATS/trackers promptly.
• Escalate bottlenecks or delays to the Recruitment Manager and propose solutions (parallel pipelines, wider search, adjusted criteria, etc.).

5. Offer Management & Joining

• Support the Recruitment Manager / HR in preparing offer details / CTC structures.
• Clearly explain offer components to candidates and handle queries around salary structure, benefits, and role expectations.
• Manage offer negotiation within guidelines and keep candidates engaged until joining (check-ins, documentation support, pre-joining engagement).
• Coordinate with HR operations / onboarding for smooth joining – documentation, systems access, induction schedules.

6. ATS, Reporting & Documentation

• Maintain accurate and up-to-date candidate records in the ATS / trackers – including stages, notes, and communication history.
• Track and report your sourcing funnel metrics, including:

Profiles identified → contacted → responded → screened → shortlisted → interviewed → offered → joined.

• Clearly mark candidates as sourced vs applied to help measure outbound impact.
• Share weekly updates with the Recruitment Manager on open roles, pipeline health, risks, and suggested corrective actions.

7. Market Intelligence & Continuous Improvement

• Stay updated on tech recruitment trends, salary benchmarks, demand-supply patterns, and competitor hiring.
• Share market feedback on challenging roles, skill shortages, or unrealistic expectations with the Recruitment Manager for calibration.
• Suggest improvements in JDs, search strategy, interview process, assessments, and candidate engagement based on your daily experience.

Key Skills & Requirements

• Graduate (any discipline); specialization in HR / IT / related fields is an advantage.
• 2–5 years of experience in technical recruitment / IT staffing, preferably in a tech/startup or staffing / consulting environment.
• Strong comfort with hiring for tech roles (developers, data, QA, DevOps, product, etc.) and willingness to handle non-tech/support roles as needed.
• Hands-on experience in proactive sourcing using:
• LinkedIn (including advanced search techniques)
• Major job portals such as Indeed, Naukri, and others
• Boolean search and keyword strategies
• Good understanding of common tech skills and terminology (e.g Python, React, Node, microservices, AWS, Docker, Kubernetes, SQL/NoSQL, etc.).
• Structured, process-oriented working style with strong documentation and follow-through.
• Strong communication and candidate engagement skills; ability to build rapport quickly.
• Comfortable working with targets, SLAs, and multiple simultaneous open roles.
• High ownership, persistence, and ability to work in a dynamic, fast-paced environment.

We’re hiring: Talent Acquisition Specialist

Can you spot a strong creative portfolio and explain what makes it good? We’d like to meet you.

At AM:PM, we’re building a creator-first news app for Gen Z and Millennials. Short, fact-checked videos that help people understand a story and flip to a credible counter-view.

Behind that is a team of writers, video editors, designers and content producers. We need someone who knows where to find them, understands their work and can take a good candidate from the first conversation to joining day.

What you’ll own

• Find talent through LinkedIn, Instagram, Behance, colleges, referrals and creative communities.
• Review portfolios and showreels. Tell us who stands out and why.
• Work with hiring managers to understand each role and build focused shortlists.
• Handle screening calls, interviews, offers and follow-ups.
• Keep the hiring tracker current and candidates informed.

What we’re looking for

• 2–5 years of recruitment experience, preferably at a media company, creative agency or content-led startup.
• A track record of hiring writers, editors, designers or other creative talent.
• An eye for content and design. You can recognise a strong hook, good storytelling and thoughtful visual execution.
• Clear communication, consistent follow-through and the ability to close hires.

Your focus will be recruitment, end to end. You’ll work closely with the team and take ownership of getting the right people on board.

Key Responsibilities-

Manage the complete recruitment lifecycle for IT and Non- IT roles.- Source and identify potential candidates through Naukri.com, other job portals, social media, and professional networks.- Screen resumes, evaluate technical and Non-technical competencies, and schedule interviews.- Collaborate with hiring managers and clients to understand specific role requirements.- Maintain and update candidate pipelines, databases, and recruitment reports.- Ensure timely closure of positions while maintaining quality standards in hiring. Required Skills & Qualifications-

Minimum of 2 years of experience in end-to-end recruitment (IT and/or Non IT).- Strong expertise in sourcing through Naukri.com.- Solid understanding of IT technologies and role-specific requirements.- Excellent verbal and written communication skills.- Ability to work independently and thrive in a fast-paced environment.