Domestic Recruiter – FTE & CWR | SI Clients

Experience: 3–8 years | Location: [Hebbal, Bengaluru] | Type: Full-time

This is not a “post and pray” recruiter role.

We hire for System Integrator (SI) clients across India — FTE and CWR / contingent / contract-to-hire. These accounts do not wait. Requirements move daily, SLAs are tight, and “I sourced 3 good profiles this week” is not a week.

If your first reflex is Naukri Boolean and your second is hoping the inbox fills up, this role will chew you up. If your first reflex is a network, a call list, and a pipeline you already own — keep reading.

What the market actually pays you for

- End-to-end hiring for FTE and CWR on SI client mandates (IT / digital / delivery / support roles as assigned).
- Network first. Job boards second. Referrals, old closures, bench conversations, alumni, vendor circles, WhatsApp groups, hiring-manager warm intros. Portals are backup, not the strategy.
- 55–70 outbound conversations a day. Not “activities.” Conversations that qualify, sell the role, and move someone forward or close the loop.
- 10–12 usable resumes submitted every working day — mapped to a live req, screened, and ready for client review. Volume without fit is noise.
- 5 offers a week is the operating target. Submissions that die in interview, offers that stall, and “candidate went silent” are your problem until they convert.
- Own the full cycle: intake → source → screen → submit → interview coordination → feedback chase → offer close → join follow-through.
- Run both hiring motions without mixing them up: permanent CTC / notice / buyout vs contract rate / tenure / payroll / compliance / conversion.
- Keep a live tracker. No “I’ll update it later.” Clients and internal leads will ask where every name stands.
- Handle rejection, drop-outs, counter-offers, and last-minute SI requirement changes without freezing.

Who this is for





- 3–8 years in India domestic recruitment, with real time on both FTE and CWR/C2H/contingent.
- Hands-on SI / IT services / large-account staffing (TCS, Infosys, Wipro, HCL, TechM, Cognizant, Accenture, Capgemini-type delivery ecosystems — or the vendors who feed them).
- You already have a working network in the skills you hire for. You can name people you can call today, not “I will start building.”
- You are comfortable on the phone for most of the day. Email-only recruiting will not hit these numbers.
- You know the difference between a profile that looks positive on Naukri and a profile a SI hiring manager will actually interview.
- You treat metrics as the job, not as “admin after the real work.”

Who should not apply

- Freshers, coordinators who have never closed, or “recruiters” who only schedule interviews.
- People who need 4–5 reqs and a quiet week to produce 10 profiles.
- Anyone who thinks 20–25 calls a day is high volume.
- Pure job-board operators with no referral muscle.
- Candidates who want a brand-name TA role with 2 reqs and a 45-day TAT. That is a different job.

Must-have

- 3–8 years domestic India hiring; FTE and CWR/contingent on the same resume, not one line of theory.
- Proven SI / IT services client exposure.
- Daily sourcing mix: network + Naukri / LinkedIn / Foundit + direct calls.
- Comfortable with high-volume calling, structured screening, and offer negotiation.
- ATS / tracker discipline. Clean data, same-day updates.
- Strong spoken English and Hindi (or the language of your hiring market). You will be selling roles and closing offers, not reading a script.

Good to have

- Existing mapped database in 2–3 hot SI skill families (e.g. Java / .NET / cloud / testing / infra / data / SAP / Salesforce — whatever your book of work is).
- Experience with vendor MSAs, rate cards, and CWR compliance basics.
- Dialer / cloud telephony usage. At 55–70 touches a day, manual dialing is a tax you cannot afford.

📌 Technical Recruiter (Bengaluru)
🏢 Volto Consulting
📍 Bengaluru