IT Recruiter Talent Acquisition Executive

Company: Developer Bazaar Technologies

Department: HR Talent Acquisition

Location: Remote

Experience: 14 Years (IT Hiring preferred)

ðŸ 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.

ðŸï 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 58 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 57 days.
• Salary mismatch is blocking hiring.
• Interview panel is unavailable.
• Offer dropouts increase.
• Market demand is unusually high.

Silence accountability failure.

â 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.

ðŸ How to Apply

Send your CV to:

ðŸ

Subject: ITRecruiter