IT Recruiter

• Assist in sourcing candidates through job portals, social media, referrals, and databases
• Screen resumes and shortlist candidates based on job requirements
• Coordinate interview schedules between candidates and hiring managers
• Communicate with candidates regarding interview status and feedback.
• Support in drafting and posting job descriptions on various platforms

🚧 WE ARE HIRING – CONSTRUCTION COMPANY 🚧

Recruiter cum Document Controller (WFH)

🕒 Experience: Fresher – 1 Year

🏠 Work Mode: Work From Home

🏗 Industry: Construction / Engineering

👩 Female Candidates Preferred

✨ Key Responsibilities:

• Recruit engineers, supervisors, site staff & labor manpower

• Screen resumes & coordinate interviews with site/project teams

• Maintain recruitment trackers & manpower records

• Manage construction documents (drawings, reports, agreements, HR files)

• Ensure proper document control, versioning & digital storage

• Coordinate with HR, admin & project teams

✅ Requirements:

• Graduate / Diploma (any discipline)

• Basic knowledge of recruitment or construction hiring

• MS Excel, Word / Google Sheets knowledge

• Good communication & coordination skills

• Detail-oriented & able to work independently from home

📩 Interested candidates can DM(Immediate joiners preferred)

Position: Talent Acquisition Head – Retail Brand (Non-IT Hiring)

Location: Gurgaon

Experience: 10+ years in retail brand

Industry: Retail (Fashion, Apparel, FMCG, Luxury, or related)

Department: Human Resources (HR)

Job Summary:

We are looking for a dynamic and strategic Talent Acquisition Head to lead the recruitment function for our retail brand. The ideal candidate will have extensive experience in Non-IT hiring, particularly in retail, FMCG, or related industries. This role involves managing end-to-end recruitment, building talent pipelines, and ensuring the right talent acquisition strategies to support business growth.

Key Responsibilities:1. Talent Acquisition Strategy & Execution:

• Develop and execute talent acquisition strategies aligned with business objectives.
• Oversee bulk hiring and leadership hiring for retail stores, corporate functions, and supply chain roles.
• Optimize sourcing channels (job portals, employee referrals, social media, and recruitment agencies).

2. Recruitment Operations & Stakeholder Management:

• Lead end-to-end recruitment for store-level, regional, and corporate roles.
• Partner with business heads and HRBPs to identify hiring needs and workforce planning.
• Manage vendor relationships and negotiate contracts with recruitment agencies.

3. Employer Branding & Talent Pipeline Development:

• Drive employer branding initiatives to attract top talent.
• Build a strong talent pipeline for future hiring needs.
• Engage in campus hiring and lateral hiring strategies.

4. Recruitment Analytics & Compliance:

• Track recruitment metrics (TAT, cost-per-hire, quality-of-hire, etc.) for continuous improvement.
• Ensure compliance with labor laws and company policies in hiring practices.
• Implement and manage Applicant Tracking Systems (ATS) for seamless recruitment.

Key Requirements:

·         10+ years of experience in Non-IT hiring, preferably in Retail, FMCG, Apparel, Luxury, or QSR sectors.

·         Proven expertise in bulk hiring, corporate hiring, and leadership hiring.

·         Strong experience in headhunting, passive talent search, and market mapping.

·         Excellent communication, negotiation, and stakeholder management skills.

·         Hands-on experience with ATS, LinkedIn Talent Solutions, and recruitment tools.

·         Ability to thrive in a fast-paced, high-growth retail environment.

mail updated resume with current ctc and notice period-

email: jobs[at}glansolutions[dot]com

website: www.glansolutions.com

Key Responsibilities:

• Prepare the most effective sourcing approach and plan based on the final requirements, including sourcing platforms, acquisition pitch, acquisition funnel, etc.
• Drive the sourcing efforts and ensure the right quality of candidates are sourced based on the requirements and within the committed timelines.
• Communicate role specifications and terms to the candidates clearly and transparently.
• Drive negotiations with the candidates and help resolve their queries and concerns effectively.
• Communicate any specific requests or modifications required by the candidate to the Engagement Manager proactively.
• Ensure a clear track of progress, transparency, and coordination within the Expert team.
• Screen applicants on call to ensure they meet the necessary technical qualifications and requirements for the respective roles.
• Evaluate candidates' technical skills, knowledge, and abilities based on the job description.
• Provide constructive feedback and maintain detailed records of candidates' technical evaluations, feedback, and assessment outcomes.
• Generate regular reports on sourcing activities and other relevant data points.
• Stay updated with emerging technologies, industry trends, and best practices in technical screening methodologies.
• Continuously refine and optimize the technical sourcing process to enhance efficiency, effectiveness, and candidate experience.

Are you convinced that the people are the most invaluable part of all organizations? Are you interested in becoming a part of one of the hottest trends in the world of start-ups today? Are you excited about joining the online ultra-fast grocery delivery service business pioneer and driving the trend forward? Then this may be the right opportunity for you.

1. Scour the ends of planet earth in search of solid personalities and technical skill sets that will flourish within Blok.
2. Act as a brand ambassador for Blok. Strive to provide a candidate experience that is not Blok-centric, but rather candidate-centric. We may not work with all candidates, but all should have positive impressions about Blok.
3. Evaluate candidates within their own unique context. Always bear in mind that people have their own unique stories.
4. Not be limited by our current ways of sourcing candidates. Find new ways. Create them if necessary. Widen the range whenever possible.
5. Work together with interviewers from the technology team to accurately determine candidates’ technical expertise.
6. Travel (Covid-permitting!) to places that become major sources of recruitment, both to conduct real-time interviews and follow-up with onboarded talents.
   Requirements

1. English is an absolute must. An increasing percentage of our candidates use English as their language of preference.
2. Energy. Quickly absorb Blok's unique energy, and exert that energy in your communication with potential recruits. You are, after all, an outward-facing representative of Blok, a startup that is a pioneer in the ultra-fast grocery delivery industry.
3. Resilience, because often you’ll get hyped about a potential candidate, but for one of many valid reasons, it may not work out. Remember that matching job-seekers with employers is after all a rather complicated matching process.
4. We should know the rules to win the war for talent. Bear in mind legislative processes and cross-cultural differences.
5. Previous background in talent acquisition, especially in early-stage technology-first startups would be a strong advantage.
6. The ability to evaluate technical skills is preferred, but not an absolute requirement.
   
   Who You Are

1. A visionary, who is invested in the vision of making Blok a world-class, people-centric organization.
2. An empath, who sees the success of their organization and its people as their own success.
3. A perpetual learner, who stretches their boundaries and enjoys new ideas.
4. A doer, who takes initiative regardless of boundaries and works well in a team.

Responsibilities

• Develop talent by leveraging recruiting processes and tools and gathering role requirements and recommendations.
• Advocate for the candidate and create an excellent experience, supporting candidate assessment, evaluating candidate skills and client needs, and driving the interview and offer process.
• Influence hiring managers on their hiring strategy and provide status updates on open roles.
• Manage recruiting initiatives to meet established goals. Improve the candidate, new hire, hiring manager, and recruiter experience.
• Partner with key business, staffing, and hiring stakeholders to build solutions for diversity, equity, and inclusion objectives.

Key Requirements

• 5+ years of experience in end-to-end recruitment in IT technologies.
• Take ownership individually and as a team member in supporting all open roles.
• Good understanding of software business, preferably Digital, Analytics and Technology hiring
• Energetic, ambitious professional with strong integrity
• Strong Communication, analytical/influential skills
• Good in talent mapping and networking with all levels of candidates
• Keen learner who can sail through ambiguity.
• Maintaining hands-on meticulous reports, draw trends and analysis, have great offer to joining ratio
• Quick joiners are preferred.

Location

Bangalore/Udupi

Seniority Level

5- 9 Year’s Experience, Mid-level in hierarchy

Responsibilities:

• Actively being part of end -end recruitment process

• Organize and maintain personnel records
• Update internal databases
• Prepare HR documents like job descriptions, employment contracts, relieving letters, etc..
• Create daily reports and presentations on HR metrics
• Liaise with external partners, like insurance, vendors.