Specialist - Recruiter

Employment Type

6-Month Contractual Role

Key Accountabilities

1. Job Requirement Analysis

• Partner with hiring managers and technical leads to understand job requirements, define job descriptions and identify essential skills.
• Translate technical requirements into effective sourcing strategies.

2. Talent Sourcing

• Source candidates through job portals such as Naukri, LinkedIn and other social media platforms.
• Develop Boolean search strings and conduct passive talent outreach campaigns.
• Build and maintain a strong pipeline of qualified IT professionals.

3. Screening & Evaluation

• Conduct initial telephonic or video interviews to assess technical and soft skills.
• Validate resumes for relevance, accuracy and alignment with job requirements.
• Coordinate technical assessments wherever required.

4. Interview Coordination

• Schedule and manage interviews with hiring managers and technical panels.
• Ensure timely communication and feedback between candidates and interviewers.
• Maintain professionalism and responsiveness throughout the interview process.

5. Offer Management & Onboarding

• Manage salary negotiations, offer releases and joining date coordination.
• Guide selected candidates through pre-boarding and documentation.
• Ensure a smooth onboarding experience and minimize offer dropouts.

6. Recruitment Reporting

• Track recruitment progress through spreadsheets and Applicant Tracking Systems (ATS).
• Prepare reports on sourcing performance, time-to-fill, offer-to-join ratio and candidate conversion rates.

Key Result Areas (KRA) & Key Performance Indicators (KPI)

1. Hiring Delivery

• Achieve assigned monthly hiring targets through direct sourcing.
• Maintain a consistent pipeline of qualified candidates and ensure timely closures against approved requisitions.

2. Turnaround Time (TAT)

• Maintain the agreed turnaround time from requisition approval to offer release.
• Drive timely sourcing, screening, interview coordination and offer management.

3. Stakeholder Management

• Build and maintain strong relationships with hiring managers and internal stakeholders.
• Ensure effective communication, expectation management and stakeholder satisfaction.

4. Offer-to-Joiner Ratio & Offer Negotiation

• Effectively manage salary negotiations while balancing internal parity and candidate expectations.
• Maintain a healthy offer-to-joiner ratio through proactive engagement, regular follow-ups and drop-off risk management.

5. Candidate Experience & Background Verification (BGV)

• Ensure a positive candidate experience throughout the recruitment lifecycle.
• Maintain timely communication and transparency with candidates.
• Ensure thorough pre-offer screening and documentation validation to minimize BGV discrepancies.

6. Contractual Employment & Performance

• The position is offered on a 6-month contractual basis.
• Performance will be evaluated based on hiring delivery, recruitment TAT, sourcing effectiveness, stakeholder satisfaction and overall recruitment performance during the contract period.
• Contract extension or further employment, if applicable, will be subject to business requirements and performance evaluation.