IT Recruiter

Job Title:?IT Recruiter Location:?Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; sourcing flexibility as required) Employment Type:?Full-time Experience:?2?5 years in tech recruitment / staffing Department:?Human Resources / Talent Acquisition CTC :?3-4LPA Reports To:?Recruitment Manager

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 Responsibilities 1. Requirement Understanding & Role Briefing Attend detailed?intake meetings?with the Recruitment Manager / hiring managers to understand: a. Tech stack, tools, and frameworks required b. Must-have vs good-to-have skills c. Experience range, budget, and location preferences d. 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:

a. Employee and external referrals b. GitHub / Stack Overflow and other tech communities c. WhatsApp/Telegram groups, alumni networks, meetups, and online forums Build and maintain?role-wise talent pools?for recurring roles such as: a. Developers (frontend, backend, full-stack, mobile) b. DevOps / Cloud / SRE c. Data / AI / ML engineers d. QA / Automation testers e. Product and business analysts f. 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:

a. Technical skills and relevant stack exposure b. Complexity and relevance of previous projects c. Communication skills and cultural fit d. 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:

a. LinkedIn (including advanced search techniques) b. Major job portals such as?Indeed, Naukri, and others c.?Boolean search?and keyword strategies Good understanding of common?tech skills and terminology?(e.g., Java, 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.