Recruitment Coordinator

We are looking for a Recruitment Coordinator to keep our hiring process running smoothly.

Responsibilities

• Schedule interviews across candidates and panels
• Keep candidates updated through the process
• Maintain ATS records and hiring trackers
• Support offer documentation and onboarding handover

Requirements

• 0–5 years of recruitment coordination or HR support experience
• Strong organisation and follow-up skills
• Comfortable with ATS tools and Excel

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 – 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.

We are looking for a Technical Recruiter to hire strong engineering and technology talent.

Responsibilities

• Source engineers and tech professionals via LinkedIn, portals and referrals
• Screen candidates for technical fit
• Coordinate interviews and close offers
• Keep a healthy pipeline for recurring roles

Requirements

• 1+ years of technical or IT recruitment experience
• Hands-on with LinkedIn Recruiter and Naukri
• Understanding of common tech roles and stacks

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.

Behind every kickass team, there's someone who spotted the talented rockstars. That's us. Recruiters! And we're looking for someone to join the hunt.

In short - Talent Acquisition (TA) is basically: Part detective, part matchmaker, part therapist. You talk to people, figure out what makes them tick and connect them to companies that are about to blow up. 

What would your internship look like?

• No spreadsheets-only, no "just sit and observe" 
• Real conversations, real candidates, real impact, from Day 1.
• We don’t treat an intern as a nobody - you’ll be a valuable part of our company! 
• Give you real exposure and learning in TA, not just a “resume-filler”

What You'll Actually Do

• Hunt for great talent across startups & product companies
• Talk to candidates, screen them, get them excited about the role
• Coordinate interviews and keep the whole hiring engine running smooth
• Get a front-row seat to how founders build teams
• Jump into high-impact work - because startups don't run on job descriptions

Who Should Apply

People from all backgrounds are welcome to apply!!

Coming from Sales, Operations, Customer Success or Hospitality? You'll probably be great at this. -  If you can talk to strangers, read a room and keep 10 things organised in your head at once - you already have half the skillset TA needs.

One condition though: Apply only if you genuinely want to build a career in Talent Acquisition. This isn't a "resume filler" internship - it's for people who want to get good at this and stick around (PPO is real, and we mean it). 

About TargetHR

40 years old, but we don't act like it. We work with internet-first startups, fast-scaling companies, founders and VCs across India, the US and the Middle East - helping them build the teams that build the product. If you join us, you're in the room where hiring decisions actually happen.

Perks

Paid internship • Certificate • LinkedIn shoutouts for top performers • Real ownership from Week 1 • High PPO chance • Free unlimited coffee 

Hope to have you join us soon!

We are looking to hire Recruiters for IT Staffing role

Location - Bangalore /Gurgoan / Pune

Exp - 3 yrs

We are looking for a Head of Recruiting Operations to own recruitment systems, workflows and reporting.

Responsibilities

• Own the ATS, recruitment workflows and hiring processes
• Build recruitment dashboards and reporting
• Evaluate and roll out new recruitment technology
• Improve recruiter productivity and candidate experience

Requirements

• 8+ years in recruitment or TA operations
• Deep experience with ATS platforms
• Strong analytical and process-design skills

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.

We are hiring a Talent Acquisition Manager to run end-to-end hiring for our teams.

Responsibilities

• Manage the full recruitment cycle for multiple roles
• Shortlist vendors, run tool demos and recommend purchases
• Track and report hiring metrics
• Manage job portals, agencies and referral programmes

Requirements

• 4+ years of recruitment experience
• Strong hiring-manager partnership skills
• Experience with ATS platforms and job portals