Senior Tech Recruiter at Renewable Energy Semiconductor Manufacturing Industry · Mumbai · 7 - 10 years · ₹15L - ₹20L / yr · Posted 29 Jan 2026
Senior Tech Recruiter
at Renewable Energy Semiconductor Manufacturing Industry
GitReview Criteria:
Mandatory:
- Strong Technical Recruiter profile
- Must have 7+ years of experience in end to end recruitment (sourcing, screening, interviewing, offer negotiation, joining etc)
- Must have 4+ years of experience in tech recruitment across different tech roles
- Strong grasp of technical concepts and ability to evaluate candidate fit for different technical roles
- Must have experience of analyzing data to improve hiring funnel, take data-driven hiring decisions
- Must be proficient in advanced sourcing techniques such as Boolean search, social media recruiting, and referral programs
- Excellent verbal and written communication skills — should be articulate, confident, and well-spoken in interactions
- Product companies
- This is an IC role
Preferred:
Bachelor’s degree in Human Resources, or a related field
Role & Responsibilities:
The company’s Human Resources team plays a critical role in enabling business growth by building high-performing, mission-driven teams across geographies. As a people-first organization, we are focused on attracting, developing, and retaining top talent while creating an engaging and inclusive employee experience.
As a Senior Technical Recruiter, you will own end-to-end hiring for technology roles. You will partner closely with technology leaders to understand evolving workforce needs, build strong talent pipelines, and deliver high-quality hiring outcomes. This role requires a strong understanding of technology roles, proactive sourcing capabilities, and the ability to influence stakeholders while strengthening company’s employer brand.
What you will be expected to do:
- Own and manage the full recruitment lifecycle for technology and IT roles, from sourcing to offer management and onboarding support.
- Partner with technology leaders to understand hiring priorities, role requirements, and future talent needs.
- Design and execute effective sourcing strategies, leveraging online platforms, professional networks, referrals, and offline channels.
- Conduct initial screening and structured interviews using technical, behavioural, and competency-based assessment methods.
- Coordinate and manage interview processes, ensuring a smooth and positive candidate experience.
- Review employment applications and background verification reports to ensure compliance with hiring standards.
- Act as a trusted advisor to candidates, providing clarity on role expectations, compensation, benefits, and work culture.
- Build and maintain strong, long-term relationships with active and passive talent pools.
- Track and report on key talent acquisition metrics, including time-to-hire, source effectiveness, and pipeline health.
- Stay abreast of market trends, emerging technologies, and competitor hiring practices to strengthen hiring strategies.
- Analyse and improve hiring and candidate experience through surveys, feedbacks, etc.
Ideal Candidate:
- 7 to 10 years of overall recruitment experience, with 4-7 years focused on technical/IT hiring.
- Good understanding of technology roles and the ability to assess and articulate technical requirements.
- Hands-on experience with Applicant Tracking Systems (ATS) and resume databases.
- Good analytical skills, including market mapping, talent research, and data-driven hiring decisions.
- Proficiency in advanced sourcing techniques such as Boolean search, social media recruiting, and referral programs.
- Good verbal and written communication skills, with the ability to influence both candidates and hiring managers.
- High levels of ownership, self-motivation, and a proactive, solution-oriented mindset.
- Bachelor’s degree in Human Resources, or a related field (preferred).
Perks, Benefits and Work Culture:
- Because we are a high-growth global enterprise, and because we prefer to promote successful employees internally, Greenlight Planet offers opportunities for flexible assignments and rapid international career progression as well as a competitive salary and a fun, supportive work environment. Our Creative team, headquartered in Nairobi, is an innovative team, operating in a stimulating atmosphere where our only measure is in the results we deliver.
- Greenlight Planet is an Equal Opportunity Employer. We consider all applicants without regard to race, color, religion, sex, marital status, sexual orientation, national origin, HIV/Aids, disability or any other protected characteristic as established by law. If you are a committed, passionate professional who wants to become part of a compelling social venture that is redefining energy access in Asia and Africa for the underserved, we want to hear from you.
Shubham Vishwakarma
Full Stack Developer - Averlon
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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 are looking for a Technical Recruiting Manager to lead hiring for engineering and AI roles.
Responsibilities
- Lead a team of technical recruiters
- Partner with engineering leaders on hiring plans
- Build sourcing strategies for hard-to-fill tech roles
- Evaluate candidate quality and sourcing tools
Requirements
- 5+ years of technical recruitment, including team leadership
- Strong understanding of engineering roles and tech stacks
- Expert in LinkedIn Recruiter and Boolean sourcing
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 us:
Devcare Solution is a place where a best-in-class working environment, professional management, and opportunities to learn exist bundled with exceptional rewards. It is ready to take more on board for all those who deserve a dream career. The team is full of good spirits complimenting each one's brilliance at workplace. Needless to say about the interesting projects, you for sure will gain an enriching positive experience every moment.
Name of the company: DevCare Solutions
Year of establishment: April 19th, 2005
Company address: No 4, Ram complex, Padasalai Street, Urapakkam, Chennai 603210
Company Website : [http://www.devcare..com/]www.devcare..com
Job Description:
• Responsible for handling complete recruitment life cycle for high-end or niche requirements from the client
• Must have Client facing capabilities and directly interact with clients to gather new requirements, and follow up on Submittals, interviews, and placements
• Must have experience in Client Management and a proven individual track record,
• Need to be technically very strong
• Proficient in using recruitment tools and strategies
• Excellent communication and interpersonal skills
• Should be a target driven person
Desired Skills and Experience:
- A Self-motivated and energetic graduate with 1+ years’ experience in US- IT Recruitment
- A strong work ethic and sense of commitment.
- Able to work in a team, learn quick and deliver.
- Ability to build lasting relationships.
- Excellent communication and presentation skills.
- Bachelor's degree is preferred.
- Should have hands-on experience in State client or Federal Clients
It's a complete US Shift (Night Shift)
Shift Timing will be 7.00 pm to 4.00 am IST
Cab facilities are there for our employees
Dinner will be provided in the company
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.
We are looking to hire Recruiters for IT Staffing role
Location - Bangalore /Gurgoan / Pune
Exp - 3 yrs
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.
Strong Talent Acquisition & HR Leadership profiles who has build journey from A+/B+ funding rounds within B2B SaaS (Global Market)
2
Mandatory (Experience 1): Must have 8+ years of experience in Talent Acquisition / TA leadership roles of which last 5+ years within B2B SaaS (selling to global market) environments (Series A–E)
3
Mandatory (Experience 2): Must have strong end-to-end ownership of hiring, including managing full-cycle recruitment across product, engineering, GTM etc roles
4
Mandatory (Experience 3): Must have exposure to US or global hiring markets, including talent mapping, sourcing strategy, compensation understanding, and offer management
5
Mandatory (Experience 4): Must have proven experience hiring for leadership role like VP, Senior management (Must have closed atleast 1 position of 70Lac+ by self sourcing)
6
Mandatory (Experience 5): Must have experience leading and managing a TA / HR team (2+ members), including defining KPIs, driving performance, and improving recruiter productivity
7
Mandatory (Experience 6): Must have demonstrated experience building structure in a scaling startup environment (processes, hiring frameworks, stakeholder alignment)
8
Mandatory (Experience 7): Must have strong hands-on experience with ATS systems, hiring workflows, dashboards, and recruitment analytics (time-to-hire, conversion rates, source effectiveness, etc.)
9
Mandatory (Experience 8): Must have experience implementing structured, competency-based interview processes, scorecards, and interviewer training frameworks
10
Mandatory (Experience 9): Must have strong stakeholder management skills, with the ability to partner and influence founders and senior leadership on hiring decisions and org planning
11
Mandatory (Experience 10): Must have exposure or interest in broader HR responsibilities (onboarding, performance management, policies, employee experience)
12
Mandatory (Company): B2B SaaS ((selling to global market) (SaaS selling to Indian market wont work)
13
Mandatory (CTC) - Candidate's current CTC should be above 30L
The recruiter has not been active on this job recently. You may apply but please expect a delayed response.
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
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.
Follow CutshortShubham Vishwakarma
Full Stack Developer - Averlon