We are looking for a recruiter who can own hiring outcomes end to end.

This is not a role where you simply post jobs, screen resumes based on keywords, schedule interviews, and wait for candidates to come in.

You will be expected to understand what a team actually needs, identify promising candidates, evaluate them thoughtfully, source proactively when the pipeline is weak, keep the process moving, and help us close the right people.

We care much more about judgment, curiosity, resourcefulness, and ownership than textbook HR knowledge.

What you will do

- Work with hiring managers to understand the role beyond the written job description.
- Translate vague or evolving requirements into a practical candidate profile.
- Source candidates through job portals, LinkedIn, referrals, direct outreach, communities, and other creative channels.
- Review resumes and identify signals of actual ability, not just keyword matches.
- Conduct initial screening conversations and probe deeply into a candidate's experience, motivation, communication, and fit.
- Ask strong follow-up questions instead of accepting rehearsed answers at face value.
- Build and maintain a healthy pipeline for open positions.
- Keep candidates engaged throughout the process and ensure timely follow-ups.
- Coordinate interviews and proactively remove delays or bottlenecks.
- Work closely with hiring managers and challenge requirements when the available evidence suggests a better approach.
- Track the recruiting funnel and identify why roles are getting stuck.
- Help improve our hiring process based on what you learn from candidates and hiring outcomes.




- Represent Testpress well to candidates and communicate the opportunity clearly and honestly.

What we are looking for

We are looking for someone who:

- Has strong judgment about people.
- Is naturally curious and asks positive questions.
- Takes ownership instead of waiting for instructions.
- Is comfortable searching for candidates rather than relying only on inbound applications.
- Can explain clearly why a candidate should move forward or be rejected.
- Is persistent without being pushy.
- Follows through reliably and closes loops.
- Communicates well with candidates and internal teams.
- Can work with ambiguity and changing requirements.
- Is comfortable using technology and AI tools to improve recruiting productivity.
- Learns unfamiliar roles quickly, including technical roles.
- Is willing to challenge assumptions respectfully when necessary.

What will not work well in this role

This role may not be a good fit if you primarily prefer:

- Posting jobs and waiting for applications.
- Shortlisting candidates mainly by keywords, years of experience, or current salary.
- Forwarding resumes to hiring managers without forming your own view.
- Treating scheduling and coordination as the main responsibility of recruiting.




- Waiting for the hiring manager to tell you exactly what to do next.
- Giving up on a search because a particular portal did not produce enough candidates.

How we will evaluate you

Our hiring process will include practical exercises.

You may be asked to:

- Review a set of resumes and shortlist candidates.
- Explain why you accepted or rejected each candidate.
- Conduct a mock candidate screening.
- Source candidates for a difficult role.
- Diagnose why a hiring pipeline is not working.
- Handle a situation where the hiring manager's requirements and the available candidate market do not match.

We are interested in how you think, not in memorized HR answers.

What success looks like

A successful person in this role will:

- Build strong candidate pipelines without needing constant follow-up.
- Improve the quality of candidates reaching hiring managers.
- Reduce delays in the recruitment process.
- Understand why a role is difficult to fill and take corrective action.
- Earn the trust of hiring managers because their candidate recommendations are thoughtful and evidence-based.
- Create a professional and responsive candidate experience.
- Consistently move hiring from we are looking to “we hired someone good.”

Experience

- Relevant recruiting experience is useful, but the number of years alone is not a deciding factor.
- We are open to people with unconventional backgrounds if they demonstrate strong sourcing ability, judgment, communication, curiosity, and ownership.
- Experience hiring for technology, SaaS, product, sales, or other knowledge-worker roles will be an advantage.

📌 Talent Acquisition Specialist (Chennai)
🏢 Testpress Tech Labs
📍 Chennai