IT Recruiter

• Leaddetailed job scope meetings with hiring leaders to determineposition specifications providing relevant market intelligence andrecommendations on possible search approaches or candidaterequirements.
• Develop and manage recruitmentmarketing or sourcing plans to determine the most appropriatecandidate sources that align with the searchrequirements.
• Evaluate candidate qualificationsagainst position requirements and determine who to move forwardwith in the recruitment process.
• Sourcecandidates via resume databases search engines job sites and socialnetworking platforms using different searches likeBoolean.
• Solicit and pursue referrals frombusiness networks and/or internalreferrals.
• Evaluate the candidates ability tohandle international clients from a communication skillsperspective.
• Review candidates and record theirdetails coming from all sources in ATS
• Shouldcomply with the companys policies andprocedures.

• Use anappropriate mix of media to connect with talent communities (phoneemail social media etc.).
• Articulate valuepropositions to candidates interested in the job opportunity withrespect to rale and organization.
• Preparecandidates for interviews coaching them on interview etiquette andoverall expectations.
• Ensure candidates areprovided with timely updates concerning the status of theirapplications andinterviews.

• Draft andutilize phone interview templates appropriate to the jobdescription.
• Use independent judgment tocompare candidate phone interview notes and skills assessments withposition requirements to determine if the candidate is a match forthe role or a potential match for other openpositions.
• Issue skills testing as needed andevaluateresults.

• Keepcandidates engaged throughout the process ensuring consistentcommunication on the status of thesearch.
• Partner with the hiring leader todetermine offer details using market data and compensationguidelines to supportrecommendations.
• Articulate job offers tocandidates and drive for candidate acceptance anticipating andnegotiating counteroffers asappropriate.

• Strictadherence to all regulations.
• Work to deliver astrong candidate slate continuously building talent pipelines toensure multiple qualified candidates are in play at alltimes.
• Provide accurate and regular reportingof recruiting activities to the hiring leader and leadership todepict both metrics and efforts.
• Identifyperceived difficulties with searches & research andrecommend solutions to both internal and externalstakeholders.
• Proactively and regularlycommunicate the status of each search to the hiring leaderproviding a consultative approach with recommendations on how tomoveforward.

• Must beworking in a or recently worked (if not employed) for a productcompany
• Minimum of 4 years of experience inTechnical Recruitment is mandatory
• Must haveexperience in recruiting for Cloud technologies including rolesrelated to AWS Azure or Google Cloud inIndia.
• Must have HandsOn experience in OutboundSourcing via LinkedIn
• A strong grasp of ITtechnologies is aMUST

reporting,communicationskills,recruitment,cloud technologies,sourcing,resumedatabases,technical recruitment,candidate evaluation,ats,phoneinterviews,interview coaching,it technologies,outbound sourcing vialinkedin,recruitment marketing,market research,sourcing plans,offernegotiations,it recruitment,talent pipelines,it outsourcing,booleansearches