Talent Acquisition Executive / IT Recruiter at BigThinkCode Technologies · Chennai · 1 - 3 years · ₹1L - ₹4L / yr · Bootstrapped · Posted 13 Oct 2026
We are looking for a proactive and result-oriented Talent Acquisition Executive / IT Recruiter to join our HR team and support our growing hiring requirements.
Company: BigThinkCode Technologies Pvt. Ltd.
Experience: 1–3 Years
Location: Chennai, Tamil Nadu
Work Mode: Work From Office (WFO)
Joining time: Immediate to 2 weeks
About BigThinkCode Technologies
BigThinkCode Technologies is a technology-driven organization focused on building innovative software solutions and delivering quality technology services.
Job Summary
As a Talent Acquisition Executive, you will be responsible for managing the end-to-end recruitment lifecycle, from understanding hiring requirements and sourcing candidates to coordinating interviews, managing offers, and ensuring successful candidate onboarding.
The ideal candidate should have hands-on experience in IT recruitment, strong sourcing and communication skills, and the ability to manage multiple positions while delivering a positive candidate experience.
Key Responsibilities
1. End-to-End Recruitment
- Manage the complete recruitment lifecycle for technical and non-technical positions.
- Understand job requirements, role expectations, and candidate profiles in coordination with hiring managers.
- Develop effective recruitment strategies to close open positions within defined timelines.
- Manage multiple open positions and prioritize hiring based on business requirements.
2. Candidate Sourcing and Screening
- Source candidates through job portals such as Naukri, Cutshort, LinkedIn, and other relevant platforms.
- Explore alternative sourcing channels, including employee referrals, professional networks, and social media.
- Screen resumes and conduct initial telephonic discussions to assess candidates' skills, experience, communication, and suitability.
- Build and maintain a pipeline of qualified candidates for current and future hiring needs.
3. Interview Coordination and Follow-up
- Schedule interviews and coordinate with candidates, interviewers, and hiring managers.
- Ensure candidates receive timely interview confirmations, updates, and feedback.
- Follow up with interview panels to obtain feedback and keep the recruitment process moving.
- Track interview progress, candidate status, dropouts, and reasons for rejection.
4. Offer Management and Candidate Engagement
- Coordinate salary discussions, offer approvals, and offer rollouts.
- Follow up with selected candidates to ensure offer acceptance and joining commitment.
- Maintain regular communication with candidates during the notice period to minimize offer dropouts.
- Conduct pre-joining follow-ups and support onboarding coordination.
5. Recruitment Reporting and Process Management
- Maintain accurate recruitment trackers and candidate databases.
- Track key recruitment metrics such as sourcing, screening, interview conversions, offers, joining ratios, and time-to-hire.
- Provide regular hiring updates to HR leadership and hiring managers.
- Ensure recruitment activities comply with company processes and documentation requirements.
- Identify opportunities to improve sourcing effectiveness and recruitment turnaround time.
6. Candidate Experience and Employer Branding
- Ensure a professional, transparent, and positive candidate experience throughout the hiring process.
- Communicate job expectations, company information, and interview details clearly.
- Support recruitment campaigns, hiring drives, and other talent acquisition initiatives.
Required Skills and Qualifications
- 1–3 years of hands-on experience in talent acquisition or recruitment, preferably in IT recruitment.
- Experience recruiting for technical roles such as Software Developers, QA/Test Engineers, DevOps Engineers, or similar technology positions.
- Good understanding of recruitment lifecycle, sourcing techniques, and candidate screening.
- Hands-on experience with job portals such as Naukri, Cutshort, LinkedIn, or equivalent platforms.
- Strong verbal and written communication skills.
- Good coordination, follow-up, negotiation, and stakeholder management skills.
- Ability to manage multiple requirements and meet recruitment timelines.
- Strong organizational skills, attention to detail, and a target-oriented approach.
- Proficiency in MS Excel or Google Sheets for recruitment tracking and reporting.
Preferred Qualifications
- Experience in a technology company, IT services organization, or product-based environment.
- Exposure to recruitment metrics, applicant tracking systems (ATS), and structured hiring processes.
- Experience managing fresher hiring, internship recruitment, or campus hiring drives.
- Ability to identify suitable sourcing channels and improve candidate conversion ratios.
What We Are Looking For
- A self-driven recruiter who takes ownership of hiring requirements from initiation to closure.
- Someone who can proactively source candidates rather than depend only on inbound applications.
- A professional who maintains consistent follow-ups with candidates and interview panels.
- A team player who works closely with HR and business stakeholders to achieve hiring goals.
- A recruiter who values candidate experience, process discipline, and quality of hire.
Why Join Us?
- Opportunity to work closely with HR leadership and hiring managers.
- Exposure to end-to-end recruitment and diverse technology hiring requirements.
- Opportunity to contribute to recruitment process improvements and talent acquisition initiatives.
- A collaborative work environment with opportunities to grow in the HR function.
Interested candidates: Apply with your updated resume, highlighting your recruitment experience, technical roles handled, sourcing platforms used, and recruitment achievements.
Shubham Vishwakarma
Full Stack Developer - Averlon
About BigThinkCode Technologies
About
Business is about solving problems for the customer. We solve technology problems for the business. Your big, ambitious plans require a strong technology backbone. Using a skilful combination of creativity, code, and commitment, we help solve the problems of scalability, dexterity, and agility for your business, allowing you to do what you do best - create continuous value for your customers.
We take our quality of delivery and security as the highest priority, which is backed by ISO/IEC 27001:2013 (ISMS) certification for international security, reliability, quality, data protection, and trust standards. We have helped few of our clients to architect and comply with their platform/application for SOC 2 standards.
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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.
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- Partner closely with hiring managers to understand role requirements, define candidate profiles, and drive hiring timelines.
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- 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.
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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.
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Why AbleCredit?
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Handle end-to-end recruitment for IT and Non-IT profiles. Understand hiring requirements and prepare job descriptions accordingly. Source candidates through multiple recruitment portals such as Indeed, Naukri, LinkedIn, Cutshort, Internshala, Job Hai, and other platforms. Screen resumes, shortlist candidates, and conduct initial HR interviews. Schedule and coordinate interviews with hiring managers. Manage candidate communication and follow-ups throughout the hiring process. Maintain recruitment trackers and ensure timely closures of open positions. Build a strong talent pipeline for current and future hiring needs.
HR Operations (30%)
Update and maintain employee data and records in the CRM/HRMS portal. Prepare and issue offer letters, appointment letters, and other HR documentation. Conduct employee verification and onboarding formalities. Support employee engagement activities and initiatives. Maintain attendance, documentation, and HR trackers. Assist in employee coordination and day-to-day HR administrative tasks.
Sisuni Technology Pvt Ltd is looking for a proactive HR & Talent Acquisition professional to build and manage our growing technology team. The HR will be responsible for end-to-end recruitment, employee onboarding, HR operations, performance management, employee engagement, and coordination of payroll and statutory compliance.
Key Responsibilities:
* Manage end-to-end recruitment for developers, QA, DevOps, UI/UX, sales and support roles.
* Source candidates through LinkedIn, Naukri, Cutshort and other recruitment channels.
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* Coordinate technical interviews with the Engineering Lead.
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* Manage attendance, leave and HR documentation.
* Coordinate monthly payroll with the finance/CA team.
* Develop and implement HR policies and processes.
* Manage employee performance reviews and probation confirmations.
* Handle employee engagement and workplace issues.
* Coordinate statutory HR compliance and employment documentation.
* Manage resignations, notice periods and full-and-final settlements.
* Maintain a healthy company culture as Sisuni expands.
About the Role
We are looking for a Talent Acquisition Executive & Admin who is energetic, organized, and people-oriented. The role will involve managing recruitment activities while also supporting day-to-day HR and office administration.
This is a great opportunity for someone who enjoys connecting with people, hiring great talent, keeping things organized, and making sure the office runs smoothly
Key Responsibilities
Talent Acquisition
- Manage the recruitment process from sourcing to joining.
- Understand hiring requirements and coordinate with hiring managers.
- Source candidates through LinkedIn, job portals, employee referrals, and other channels.
- Screen resumes and conduct initial candidate calls.
- Schedule and coordinate interviews with candidates and hiring managers.
- Maintain regular follow-ups with candidates and ensure a smooth candidate experience.
- Coordinate offer rollouts, documentation, background verification, and joining formalities.
- Maintain and update recruitment trackers and candidate databases.
- Support job postings and employer branding initiatives.
- Build a pipeline of potential candidates for future requirements.
- Assist in meeting hiring targets and recruitment timelines.
Administration
- Handle day-to-day office administration and ensure smooth office operations.
- Coordinate with vendors, housekeeping, maintenance, security, and other service providers.
- Manage office stationery, pantry supplies, and other office requirements.
- Maintain office inventory and asset records.
- Coordinate courier, travel, hotel bookings, and other administrative requirements.
- Assist in organizing company events, celebrations, meetings, and team activities.
- Ensure the office is well-maintained and employee-friendly.
- Maintain administrative records and expense trackers.
Requirements
- Bachelor's degree in HR, Business Administration, or a related field.
- 1–2 years of experience in recruitment, talent acquisition, HR operations, or administration.
- Hands-on experience with candidate sourcing and screening.
- Familiarity with LinkedIn and job portals.
- Strong communication and interpersonal skills.
- Excellent coordination and follow-up abilities.
- Good working knowledge of MS Excel/Google Sheets and MS Office/Google Workspace.
- Strong organizational skills and attention to detail.
- Ability to multitask and manage priorities in a fast-paced environment.
- A proactive and positive attitude.
The Ideal Candidate
We are looking for someone who:
- Loves talking to people and building relationships.
- Has a strong follow-up and closure mindset.
- Can handle multiple hiring requirements at the same time.
What You'll Get
- Exposure to Talent Acquisition, HR Operations, and Administration
- Opportunity to work closely with business leaders and hiring managers
- Hands-on experience in a fast-paced work environment
- Opportunity to take ownership of HR initiatives
- Strong learning and growth opportunities
About the Role
We’re looking for a Talent Acquisition Specialist with strong experience in UK hiring, particularly across Technology and Marketing roles.
You will be responsible for managing the recruitment process end-to-end, working closely with hiring managers to understand requirements, source relevant candidates, conduct initial screening, and drive positions through to closure.
Hiring Market: UK
What You’ll Do
- Manage end-to-end recruitment for UK-based positions
- Handle hiring across Technology and Marketing functions
- Source candidates through LinkedIn Recruiter, job boards, referrals, databases, and other channels
- Screen candidates for skills, experience, communication, salary expectations, notice period, and overall fit
- Build and maintain a strong pipeline of UK talent
- Work closely with hiring managers to understand role requirements and refine candidate profiles
- Coordinate interviews and manage candidate communication throughout the hiring process
- Negotiate and close candidates where required
- Maintain accurate recruitment data and candidate records in the ATS
- Track hiring progress, pipeline, conversion, and closure metrics
- Ensure a smooth and professional candidate experience
- Stay updated on UK talent availability, recruitment trends, salary benchmarks, and hiring practices
Hiring Exposure
The ideal candidate should have experience recruiting for roles such as:
Technology:
Software Developers, Full Stack Developers, Backend/Frontend Developers, QA, DevOps, Cloud, Data, AI/ML, Product, UI/UX and other technology roles.
Marketing:
Digital Marketing, Performance Marketing, SEO, Content, Social Media, Growth, Brand, Product Marketing and related roles.
What We’re Looking For
- 2–5 years of hands-on recruitment / talent acquisition experience
- Strong experience hiring for the UK market
- Proven experience recruiting for Tech and Marketing roles
- Strong sourcing and candidate-screening skills
- Hands-on experience with LinkedIn Recruiter and other sourcing platforms
- Good understanding of UK recruitment practices and candidate expectations
- Strong communication and stakeholder-management skills
- Ability to manage multiple positions independently
- Comfortable working in a fast-paced startup environment
- Strong ownership of hiring targets and timelines
Good to Have
- Experience working with UK startups, SaaS or technology companies
- Existing UK candidate network
- Experience with ATS and recruitment analytics
- Experience handling both permanent and contract hiring
- Familiarity with UK salary benchmarks and employment market
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.
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About Wiffy
Wiffy.ai is a home services platform connecting leading consumer brands with skilled technicians for installation, assembly, and service. We handle the last mile so brands don't have to. We're now expanding into new service categories, building the infrastructure for how India gets things fixed, assembled, and maintained at home.
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Wiffy is scaling fast, and the people who join us decide how well we scale. We're looking for someone to own recruitment end-to-end - from a role opening up to an offer signed - and to build the systems and pipelines that make hiring faster every quarter. You'll work directly with the founding team on who joins Wiffy, across functions from operations to category expansion to corporate roles. Recruitment is the core of this role, with real room to take on wider HR generalist ownership as the team and its people processes grow.
What you'll own
Recruitment - the core of this role:
- Own end-to-end hiring for open roles across Wiffy - sourcing, screening, interview coordination, and closing offers
- Build and run structured interview processes: scorecards, interview frameworks, and structured rounds that make evaluation consistent
- Source proactively - LinkedIn, referrals, communities, direct outreach - rather than relying on inbound applications alone
- Maintain a live pipeline and tracker for every open role, keeping hiring managers and founders updated on status
- Partner closely with founders and function heads to understand role requirements and calibrate candidate profiles quickly
HR generalist responsibilities:
- Own onboarding and offboarding - documentation, systems access, and a smooth first-week experience for new joiners
- Maintain HR policies, employee records, and compliance basics
- Support employee engagement and culture initiatives as Wiffy's team grows
Process and continuous improvement:
- Build and refine hiring SOPs and trackers as Wiffy's hiring volume grows
- Continuously improve time-to-hire and candidate experience at every stage
Who we're looking for:
- 3-5 years of experience in recruitment.
- Startup experience is a must - comfortable with speed, ambiguity, and wearing multiple hats
- Exposure to leadership or senior-level hiring is a strong plus
- A track record of owning the full hiring funnel, not just scheduling or coordinating interviews
- Comfortable working independently as an individual contributor
- Organized and detail-oriented enough to manage multiple open roles at once without dropping the ball
- High-energy, hands-on, and thrives in a fast-moving environment
Mumbai (Andheri West) | On-site
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