KEY RESPONSIBILITIES

Requisition ownership

- Own assigned internal requisitions end to end, from intake with the hiring manager through to offer acceptance and joining.
- Run intake conversations that establish the real hiring bar, not a restatement of the .
- Keep requisition stage, status and ageing current so blockers surface before they become escalations.
- Hold the standing sequence on every hire: requisition approved, then offer released, then assets raised.

Sourcing and pipeline

- Source through Naukri Resdex, LinkedIn, referrals, internal job postings and direct outreach.
- Headhunt for roles with no usable applicant flow, including niche technology and GCC facing positions.
- Build pipelines ahead of demand for roles that repeat, rather than starting from zero at each intake.
- Give hiring managers an early market read when the brief and the available talent do not meet.

Assessment and offer

- Screen against defined must haves and record structured verdicts with a transparent call, not hedged notes.
- Run interviews on the Interview Assessment Form and hold panel members to the same standard.
- Complete reference checks and verify current compensation before an offer recommendation moves.
- Route approvals through SuccessFactors, then stay with the candidate through notice period, counter offer risk and joining.





Process and reporting

- Maintain the position tracker and requisition reporting to a standard someone else can read without explanation.
- Flag ageing requisitions, approval bottlenecks and hiring manager delays with evidence attached.
- Contribute to internal hiring standards: templates, assessment tools, interview structure and onboarding handover.

WHAT WE'RE LOOKING FOR

Beyond qualifications, we are looking for a specific kind of person:

- At least 4 years in recruitment, with part of it spent hiring for an organisation's own headcount rather than client mandates only.
- Comfortable owning a requisition alone, intake through joining, with no coordinator behind you.
- Genuine headhunting ability. You can build a credible slate for a role with no inbound applications.
- Hands on with an ATS or HRIS. SuccessFactors experience is useful rather than required.
- Able to hold a hiring manager to a decision without damaging the relationship.
- Writes clearly. A screening note, an offer recommendation or a status update should not need a follow up call to be understood.
- Bachelor's degree in any discipline.
- Staffing industry background helps. Exposure to hiring across both technology and non technology functions helps more.

📌 Senior Recruiter (Bengaluru)
🏢 Tasc Business
📍 Bengaluru