Full Time Ahmedabad

Hiring at Rivulet IQ can’t be reactive — every open role needs a structured, fast, and consistent process behind it. This role exists to own recruitment execution end-to-end: sourcing, screening, and closing candidates across technical and non-technical roles, while working within the JD-freeze, scorecard, and BGV-before-joining standards HR has set.

You’re not just filling seats — you’re the person who keeps the hiring funnel moving, flags delays before they become problems, and makes sure every candidate has a consistent, professional experience from first contact to offer.

This role is for someone who enjoys:

- Owning full-cycle recruitment, not just sourcing
- Working fast without cutting corners on process or candidate experience
- Reading technical JDs closely enough to source accurately for IT/agency roles
- Tracking data — pipeline health, time-to-hire, offer-acceptance — and acting on it

If you’re someone who thrives on closing roles quickly, communicates constantly with hiring managers instead of going quiet, and takes pride in a clean, well-run hiring process, this role will keep you busy in the best way.Qualifications & Skills

What you’ll really be doing

1. Full-Cycle Recruitment

- Manage end-to-end recruitment — sourcing, screening, interview coordination, offer negotiation, and onboarding handoff — across all open roles
- Source candidates through job portals, LinkedIn, referrals, and other channels appropriate to the role
- Screen resumes and conduct initial candidate calls against defined JD requirements and must-have criteria
- Coordinate and schedule interviews with hiring managers, using structured scorecards for consistent evaluation
- Negotiate offers within approved budget bands and drive candidates to acceptance and joining

2. Pipeline & Process Management

- Maintain an accurate, up-to-date recruitment pipeline/tracker for every open role
- Track and report weekly recruitment funnel metrics (applications, screened, interviewed, offered, joined) to the Head of HR
- Flag any role at risk of missing the <30-day time-to-hire target, with a clear reason and recommended action




- Ensure JD freeze is respected once sourcing begins — escalate any requested mid-cycle changes rather than absorbing them silently
- Coordinate Background Verification (BGV) initiation early enough to complete before the candidate’s Day 1

3. IT & Technical Recruitment

- Source and screen for technical roles across development (WordPress, Shopify, Laravel, Vue.js), QA, AI, and related IT functions
- Work closely with hiring managers/Heads of Department to understand technical must-haves before sourcing begins
- Ask informed, role-appropriate screening questions to avoid passing along candidates who don’t meet non-negotiable criteria
- Stay current on IT recruitment market trends, salary benchmarks, and where to find hard-to-fill technical talent

4. Candidate Experience & Employer Branding

- Ensure every candidate — hired or not — has a professional, timely, and respectful experience
- Send clear, timely status updates and rejection communications at every stage
- Support employer branding efforts — LinkedIn hiring posts, job fairs, campus drives — in coordination with HR
- Track offer-to-joining ratio and flag any drop-off patterns worth investigating

5. Coordination & Reporting

- Partner closely with hiring managers/Pod Leads to understand hiring needs and role priorities
- Provide the Head of HR with clear, data-backed weekly updates — what’s moving, what’s stuck, and why
- Maintain organized candidate records and documentation for audit-readiness
- Support ad hoc recruitment drives for urgent or high-priority roles

Who will thrive in this role

- You move fast on recruitment without letting quality or candidate experience slip
- You can read a technical JD and source with real judgment, not just keyword matching




- You track your own pipeline data and act on it before being asked
- You communicate proactively with hiring managers and candidates — no one has to chase you for a status update
- You’re comfortable holding the line on process (JD freeze, BGV timing, scorecards) even under pressure to move faster

Qualifications & Skills

Experience

- 4+ years of experience in IT recruitment, ideally within an agency, IT services, or technology company
- Proven experience managing end-to-end recruitment — sourcing to onboarding — across multiple concurrent technical roles

Must Have Skills

- Robust sourcing skills across LinkedIn, job portals, and referral networks
- Ability to understand and screen for technical requirements across web development, QA, and AI/automation roles
- Experience using structured interview scorecards and data-driven hiring approaches
- Strong organizational skills — able to manage multiple open roles and candidate pipelines simultaneously
- Excellent verbal and written communication skills in English
- Comfortable negotiating offers within budget and closing candidates efficiently
- High attention to detail and follow-up discipline

Tools & Platforms

- LinkedIn Recruiter, job portals (Naukri, Indeed, or similar)
- ATS/recruitment tracker, MS Excel/Google Sheets
- Keka (HRMS) or similar HR systems

Nice to Have

- Experience recruiting specifically for WordPress, Shopify, Laravel, Vue.js, or AI/automation roles
- Familiarity with white-label delivery models or agency outsourcing structures
- Experience supporting employer branding or social recruiting initiatives
- Exposure to recruiting for US-facing or cross-time-zone teams

What this role offers

- Full ownership of recruitment execution across a fast-growing, multi-role hiring pipeline
- Direct exposure to technical hiring across web development, QA, and AI functions
- A structured HR environment with clear standards and processes to work within
- Room to grow into broader talent acquisition or HR generalist responsibility

Job Type: Full Time

Job Location: Ahmedabad

📌 Talent Acquisition Specialist (India)
🏢 Rivulet Digital
📍 India