Opening for Technical Recruiter

About LearnTube: We're a Google-backed AI company in the career-tech space with 30 lakh+ users built by a team of 25. That ratio tells you something about how we work: with real velocity, deep ownership, and zero bloat.

Our cultural pillars aren't posters on a wall. We move fast. We raise the floor. We take ownership of outcomes. We build with head, body, and heart. Every person on this team works closely with the founders, has real influence on what we build, and sees their ideas go live not into a backlog.

If you care about being at one of the few AI startups actually building out of Mumbai, with the backing and the traction to prove it's real, this is a rare seat.

Why This Role Exists:

We'll be direct: our hiring function hasn't kept pace with our growth. Roles have stayed open too long. Pipelines have been too thin. Great candidates have slipped away because we didn't move fast enough or engage deeply enough. We're fixing this, not by tweaking what exists, but by bringing in someone who will rebuild how LearnTube attracts and closes talent.

This is the most leveraged hire we'll make this year. Every person you bring in shapes what this company becomes.

What You'll Actually Do:

Your #1 job is closing exceptional hires (70%):

• Own end-to-end recruitment across product management, engineering, marketing, content, and founder's office roles
• Build pipelines that are 4-5 candidates deep at offer stage not 1-2 and praying
• Proactively source through outbound channels LinkedIn, networks, communities, headhunting not just waiting for inbound applications
• Manage candidates through the entire funnel with speed and care from first message to signed offer
• Partner directly with the founders on every hire; final decisions are made together
• Establish hiring metrics and dashboards so we always know where every role stands
• Work with external recruiters when needed and manage them effectively

You'll also own core HR operations:

• Onboarding and offboarding
• Payroll coordination, attendance and leave management
• Performance review cycles and regular check-ins
• Employee engagement and being the first point of contact for people matters

As we grow, we'll bring in more support for the ops side. Right now, hiring is the priority and everything else comes second.

What Makes This Role Different:

• Founder partnership, not delegation. You won't be throwing resumes over a wall. Our founders personally source candidates, pitch roles, and show up in final rounds. You'll have a co-founder in the trenches with you.
• Full ownership from day one. The systems, the processes, the sourcing playbook, the candidate experience you build it your way. We care about outcomes, not methods.
• You'll shape the company. LearnTube is a lean team. Every hire is felt.
• Equity in what you're building. This role comes with stock options because we believe the person building our team should have a stake in what that team creates.

You Might Be Right For This If:

• You've personally closed hires for hard-to-fill roles, not just processed applications
• You build pipelines with depth and redundancy, not single-threaded funnels
• You've worked in a startup or high-growth environment where things moved fast and you had to figure it out yourself
• You can source proactively, you don't wait for candidates to come to you
• Candidates you've placed would say you were the best recruiter they ever worked with
• You treat recruitment as a craft, not as a stepping stone to something else
• You're comfortable with ambiguity, intensity, and building from scratch

Other Details:

• Experience: 3–6 years in talent acquisition, HR, or people roles. Startup experience strongly preferred.
• Location: Mumbai (in-office)
• Reporting to: Founders directly

As a Talent Acquisition Specialist , you will be responsible for sourcing, screening and placing top-quality candidate in clients company

Location: Mumbai

Experience: 10 Yrs. Exp. (Preferably in MEP/HVAC Industry)

Salary: 50000 INR

Opening: 1

Key Responsibilities:

 Develop and implement effective recruitment strategies to attract top talent in the

HVAC/MEP industry, including sourcing candidates through various channels such as

job boards, social media, professional networks, Consultancies, and industry

associations.

 Collaborate with Department HOD’s to understand staffing needs and develop job

descriptions and requirements for open positions.

 Proactively source and identify qualified candidates for a variety of roles within the

HVAC/MEP field, including engineers, sale engineers, project managers, and several

other positions.

 experience and screening and assessment of candidates to evaluate their skills,

experience, and fit for specific roles.

 Coordinate and schedule interviews with HOD’s.

 Conduct thorough interviews with candidates to assess their technical competence,

cultural fit, and alignment with company values.

 Communicate effectively with candidates regarding the status of their applications,

next steps, and job offers.

 Promote the company's employer brand to attract and retain top talent in the

HVAC/MEP industry.

 Maintain accurate and up-to-date records of recruitment activities, including candidate

profiles, interview notes, and hiring metrics.

Qualifications:

 Bachelor’s degree in human resources, Business Administration, or related field.

 Proven experience as a Talent Acquisition Specialist or Recruiter, with a focus on the

HVAC/MEP industry or related sectors.

 In-depth knowledge of recruitment best practices, sourcing techniques, and candidate

assessment methods.

 Strong understanding of HVAC and MEP disciplines, including technical skills and

qualifications required for various roles.

 Excellent communication, interpersonal, and negotiation skills.

 Ability to build relationships with candidates, hiring managers, and external partners.

 Highly organized with the ability to manage multiple priorities and deadlines

effectively.

Have a good understanding and experience in IT Recruitment

Experience handling Vendor Management

Co-ordination with the Client for their requirement

Co-ordination, sorting, and sourcing, candidates as per Client’s requirements

Mailing and coordination

Crafting recruiting emails to attract passive candidates.

Design and update job descriptions

Screen incoming resumes and applications and forms

Source and recruit candidates by using databases, social media, etc.

C2H Role - 6 months

  Write and post technical job descriptions 

  Parse specialized skills and qualifications to screen IT resumes 

  Perform pre-screening calls to analyze applicants’ abilities 

  Interview candidates combining various methods (e.g. structured interviews, technical assessments and behavioral questions) 

  Coordinate with IT team leaders to forecast department goals and hiring needs 

  Craft and send personalized recruiting emails with current job openings to passive candidates 

  Participate in tech conferences and meetups to network with IT professionals 

  Compose job offer letters 

  Onboard new hires  

• You will be responsible for the entire recruitment process. You will work in sourcing the right candidate for the right job using multiple sources - social, online, offline, etc. plus College Campuses.
• You will plan, schedule, and oversee all our interviews and ensure it follows a process and schedule.
• You will create talent pipelines for our immediate and future requirements.
• Acquire potential candidates through various online channels (LinkedIn, Indeed, Glassdoor, Naukri, etc.) plus Engineering College Campuses
• Proactively promote and lead activities for adoption of company values for a positive office culture.
• Be a thought partner to the leadership team in developing and maintaining a strong culture
• Provide useful data to help guide decision making, and allow the company to scale effectively and efficiently.
• Develop, promote, and implement opportunities for skills and professional development of team members.
• info at teansoft.com your profile

LogiNext is looking for a target oriented and enthusiastic technology recruiter who has a successful record in closing the perfect candidate for a job role. With an eye for the right talent, you will be a part of the end-to-end recruitment cycle driving hiring results and closures. 

You have experience in technology recruitment with a proven track record in a SaaS product company. You are a master in analysing the appropriate skills, building a strong recruitment pipeline and bringing them to closure.

Responsibilities   

• Handle end to end recruitment cycle for the open positions 
• Coordinate with the hiring managers to understand the skill-set required, create a job description, develop a recruitment plan and execute it
• Screen the profiles of inbound candidates and search profiles through various job portals to hunt for the best candidates
• Coordinate with hiring managers to schedule telephonic and face-to-face interviews and follow up with the candidates
• Negotiate with the candidates on salaries and perks offered
• Create a pipeline of active candidates qualified for further interview rounds for the open positions and construct of strong network of passive candidates
• Represent LogiNext strongly to generate a genuine interest in the candidates and provide them complete and inspiring details of the position
• Log and record each-and-every outreach made, in the ATS and generate regular activity reports 

Requirements

• Bachelor’s or Master’s Degree in HR, Business Management, Statistics or related field
• 2 to 3 years of experience in technology recruitment with high success ratio
• Possessing good understanding of recruitment cycle in a product organization
• Good knowledge of enterprise technologies and SaaS market
• Good screening skills along with strong judgement on the behavioral skills to evaluate the candidate’s technical fitment and alignment with LogiNext’s cultural values
• Ability to take ownership, understand the requirements of positions and prosper in a fast-paced recruitment environment
• Extensive working knowledge of developing relationships with candidates and keeping them interested in LogiNext along with ability to generate leads to find the best of the candidates
• Excellent verbal and written communication skills and time management skills are essential
• Ability to manage and handle multiple requirements at a time efficiently
• Regularly keep oneself posted with the latest technologies