IT Recruiter

23 hours ago

Remote, India Developer Bazaar Technologies Full time

Company: Developer Bazaar Technologies

Department: HR – Talent Acquisition

Location: Remote

Experience: 1–4 Years (IT Hiring preferred)

Role Purpose

The IT Recruiter is fully responsible for closing open positions on time with quality candidates by maintaining a strong and active hiring pipeline.

Core Accountability (Non-Negotiable)

The recruiter is accountable for results, not effort.

Hiring Delivery

  • Close positions within agreed TAT (Time to Hire).
  • Prioritize urgent and critical roles.
  • Ensure no role remains stagnant without action.

Hiring Quality

  • Hire candidates with the right skills and attitude.
  • Avoid rushed or weak hiring.
  • Minimize offer dropouts and early exits.

Pipeline Ownership

  • Maintain an active candidate pipeline at all times.
  • Keep backup profiles ready.
  • "No profiles available" is not an acceptable reason.

Hiring Discipline

  • Do daily sourcing.
  • Screen candidates properly.
  • Communicate clearly with candidates and internal teams.
  • Follow up without reminders.

Hiring Transparency

  • Share honest updates with HR and founders.
  • Escalate issues early if hiring is blocked.
  • No false commitments to candidates or management.

Key Responsibilities

1. Requirement Understanding

  • Clearly understand:
  • JD and skill requirements
  • Experience range
  • Priority and urgency
  • Confirm salary range before sourcing.
  • Ensure interview panel availability.

2. Candidate Sourcing (Daily)

  • Source candidates using:
  • Job portals
  • LinkedIn
  • References
  • Internal database
  • Source 5–8 relevant profiles daily.
  • Maintain an updated sourcing tracker.

3. Screening & Shortlisting

  • Conduct HR screening calls.
  • Check:
  • Basic technical fit
  • Communication skills
  • Stability and career intent
  • Salary expectations
  • Notice period
  • Reject early if the candidate is not suitable.

4. Interview Coordination

  • Schedule technical interviews smoothly.
  • Share JD and resume with interview panel in advance.
  • Confirm candidate availability and reduce no-shows.
  • Collect and record interview feedback quickly.

5. Offer & Negotiation Handling

  • Share offer details clearly with candidates.
  • Handle negotiation only within approved budget.
  • Take approval before committing salary or terms.
  • Ensure offer acceptance is confirmed in writing.

6. Joining Closure

  • Follow up regularly until the joining date.
  • Reduce offer dropouts.
  • Coordinate documents and onboarding with HR.
  • Confirm Day-1 joining.

7. Hiring Reporting

  • Share:
  • Daily sourcing updates
  • Weekly hiring report
  • Pipeline status
  • Dropout reasons
  • Risks and bottlenecks

Not Acceptable

  • No sourcing activity for days.
  • Waiting for reminders from HR or founders.
  • Sending irrelevant or mismatched resumes.
  • Hiding delays or hiring problems.
  • Committing salary without approval.
  • Poor follow-ups with candidates.
  • Ignoring candidate experience.
  • Blaming the market without data.
  • Compromising quality just to close quickly.

Escalation Responsibility

Immediate escalation is required if:

  • No suitable profiles are found in 5–7 days.
  • Salary mismatch is blocking hiring.
  • Interview panel is unavailable.
  • Offer dropouts increase.
  • Market demand is unusually high.

Silence = accountability failure.

␠Success Indicators

A strong recruiter will show:

  • Regular resume flow without follow-ups.
  • Clear pipeline visibility.
  • Faster hiring cycles.
  • Fewer delivery complaints.
  • Minimal founder involvement.
  • Proactive and honest communication.

How to Apply

Send your CV to:

Subject: IT_Recruiter_

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