IT Recruiter Intern

Job Responsibilities

Experience- 1.5+ years

* Write and post technical job descriptions.

* Identify specialized skills and qualifications to screen IT resumes and perform pre-screening calls.

* Screening candidates and matching them to appropriate positions.

* Screening candidates for experience, availability, interest level, salary range, etc.

* Recruit through internal database, references and external entities such as Naukri, Indeed and professional network on LinkedIn.

* Follow up with the selected candidates till the date of joining.

Required Qualifications:

* Minimum 2 -3 years of working experience in Technical Recruitment.

* Excellent verbal and written communication skills.

* Experience with multiple sourcing platforms such as LinkedIn, Indeed, Naukri, etc.

* Experience in hiring for roles like – Software Development Engineers, Business Analysts, Project Managers, Quality Analysts, Mobile app developers, Front-End and Back-End Developers etc.

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.

Source suitable candidates through LinkedIn, Naukri, job portals, referrals, and social media.

Screen resumes and conduct initial telephonic/HR interviews.

Understand hiring requirements and identify candidates matching the job criteria.

Schedule and coordinate interviews with hiring managers.

Maintain regular follow-ups with candidates throughout the recruitment process.

Handle end-to-end recruitment, from sourcing to candidate joining.

Negotiate salary and communicate offer details to selected candidates.

Maintain candidate databases, recruitment trackers, and hiring reports.

Build a strong talent pipeline for current and future requirements.

Ensure a smooth and positive candidate experience.

We are looking to hire Recruiters for IT Staffing role

Location - Bangalore /Gurgoan / Pune

Exp - 3 yrs

Job description:

Key Responsibilities: experience - 2-4 Yrs Only

• Managed end-to-end IT recruitment for C2C, C2H positions.
• Sourced qualified candidates through Naukri, LinkedIn Recruiter, job portals, employee referrals, and networking.
• Screened resumes, conducted initial HR interviews, and evaluated candidates based on technical and communication skills.
• Coordinated interview schedules and maintained regular communication with candidates and hiring managers.
• Built and maintained relationships with clients, vendors, and staffing partners.
• Handled vendor management, including onboarding, coordination, and performance tracking.
• Negotiated compensation, rates, and joining timelines with candidates and vendors.
• Maintained recruitment databases, candidate pipelines, and MIS reports.
• Ensured timely closures while meeting hiring targets and maintaining a positive candidate experience.
• Worked closely with hiring managers to understand job requirements and recruitment priorities.

Benefits:

• Food provided
• Paid sick time
• Provident Fund

Experience:

• IT Recruiter ( C2C/C2H): 2 years (Required)

Language:

• English (Required)

Work Location: In person

Hiring Female Talent Acquisition Executive

Immediate Joiner

Job Location : 2nd Floor, A-128, A Block, Sector 63, Noida, Uttar Pradesh 201309,Neareat Sec 62 Metro Station

Working Days - Monday to Friday (10 am to 7 pm)

Work Experience : 2-4 years

Salary : Fixed plus incentives

Qualification: MBA (HR)

Good communication skills

Roles and Responsibilities :

• Experience in sourcing candidates for various roles (e.g., SEO Manager, SEO Project Manager, IT PM, Content Writer, ).
• Well aware with Naukri,Linkedin and other job portals.
• Coordination with the candidate till the date of joining.
• Proven ability to manage multiple recruiting priorities in a fast-paced environment.
• Screen resumes, conduct initial phone interviews, and coordinate in-person or virtual interviews with hiring teams.
• Manage the full recruitment cycle, from job posting creation to candidate sourcing, interviews, offer negotiation

Strong Recruitment / Talent Acquisition focused-profile

2

Mandatory (Availability) - Must be available in 7 to 10 days to join from Office location in Pune (5 Days WFO)

3

Mandatory (Experience 1) - Must have 1+ YOE in end-to-end recruitments in a Recruitment Agency / Early-stage startup, and hiring for Indian startups / Product clients (Don’t want profiles with US / International focus)

4

Mandatory (Experience 2) - Must have strong experience in hiring for Product, Tech and Design roles.

5

Preferred (Company) - Early-stage Tech Startup

Strong Recruitment / Talent Acquisition focused-profile

2

Mandatory (Availability) - Must be available in 7 to 10 days to join from Office location in Pune (5 Days WFO)

3

Mandatory (Experience 1) - Must have 1+ YOE in end-to-end recruitments in a Recruitment Agency / Early-stage startup, and hiring for Indian startups / Product clients (Don’t want profiles with US / International focus)

4

Mandatory (Experience 2) - Must have strong experience in hiring for Product, Tech and Design roles.

5

Preferred (Company) - Early-stage Tech Startup

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.

Zenith TekSystems LLP is a fast-growing SAP Technical Services startup based in Hyderabad. We specialize in delivering cutting-edge solutions across SAP ABAP, S/4HANA, SAP BTP, and Fiori. We are building a high-performance engineering team and are looking for a dynamic, results-driven HR Executive to drive our talent acquisition.

📌 Role Overview

• Type: Full-time, In-Office (Permanent)
• Location: Hyderabad
• Experience: 3 – 5 years in IT Technical Recruitment (Minimum 2 years in SAP sourcing)
• Compensation: Competitive as per market standards + High performance-based placement incentives

🎯 Key Responsibilities

• End-to-End Sourcing: Source, screen, and interview niche SAP talent (ABAP, BTP, Fiori, UI5, OData).
• Channel Management: Leverage LinkedIn Recruiter, Naukri, Cutshort, and GitHub to find passive talent.
• Network Building: Tap into local Hyderabad SAP user groups, tech communities, and referral networks.
• Technical Screening: Conduct initial vetting to ensure candidates understand modern SAP ecosystems.
• Candidate Experience: Manage the interview pipeline, coordinate technical rounds, and handle offer negotiations.
• Onboarding & HR Support: Facilitate smooth onboarding and manage basic employee engagement initiatives.

💼 What We Are Looking For

• SAP Vocabulary: Clear understanding of S/4HANA, Cloud vs On-Premise, BTP modules, and Fiori architecture.
• Proven Track Record: At least 2 years of experience closing complex, mid-to-senior SAP tech positions.
• Startup Mindset: Ability to work independently, move fast, and adapt to changing hiring priorities.
• Local Network: Strong existing relationships within the Hyderabad SAP developer ecosystem.
• Communication: Excellent negotiation and interpersonal skills to pitch a startup vision to candidates.

🎁 What We Offer

• Market-aligned fixed salary with a highly rewarding placement bonus structure.
• Direct working relationship with the founding team.
• Fast-tracked career growth into an HR Lead role as the startup scales.