JOB DESCRIPTION
HR Recruiter IT & Non-IT
Company: Ramxora Private Limited
Department: Human Resources / Talent Acquisition
Job Type: Full-Time
Work Location: Mahadevapura, Bengaluru Onsite
Experience: 12 Years
Working Days: 5 Days a Week
Employment Type: Full-Time
About the Role
Ramxora Private Limited is looking for an energetic, organized, and target-oriented HR Recruiter IT & Non-IT to join our Human Resources / Talent Acquisition team.
The candidate will be responsible for managing the end-to-end recruitment process for both IT and Non-IT positions, including understanding manpower requirements, sourcing candidates, screening profiles, conducting initial HR discussions, coordinating technical and management interviews, maintaining recruitment records, negotiating compensation, and supporting candidates through the joining process.
The ideal candidate should have good knowledge of IT recruitment, Non-IT recruitment, job portals, LinkedIn sourcing, Boolean search, candidate screening, interview coordination, salary negotiation, recruitment MIS, and onboarding coordination.

1. Key Responsibilities
A. Recruitment & Talent Acquisition

- Manage the end-to-end recruitment cycle from requirement gathering to candidate joining.
- Understand job requirements, technical skills, experience, qualifications, compensation range, notice period, and other hiring criteria.
- Work closely with HR, hiring managers, technical leads, department heads, and management to understand manpower requirements.
- Prepare and publish accurate Job Descriptions (JDs) for IT and Non-IT positions.
- Source candidates through multiple recruitment channels.
- Maintain a healthy pipeline of qualified candidates for current and upcoming requirements.
- Follow up with candidates regularly throughout the recruitment process.
- Ensure timely closure of assigned vacancies.

B. IT Recruitment
Handle recruitment for various technology roles such as:

- Software Developers
- Full Stack Developers
- Front-End Developers
- Backend Developers
- Python Developers
- Java Developers
- MERN Developers
- React.js / Next.js Developers
- Mobile App Developers
- QA / Software Test Engineers
- Automation Test Engineers
- DevOps Engineers
- Cloud Engineers
- AWS / Azure / GCP Engineers
- UI/UX Designers
- Data Engineers
- AI/ML Engineers
- AI/LLM Engineers
- Technical Product Managers
- Project Managers
- Business Analysts
- Technical Support Engineers
- Other IT and SaaS-related positions

The recruiter should be able to understand basic technical terminology and identify whether a candidate's profile broadly matches the JD before forwarding it to the technical team.
C. Non-IT Recruitment
Handle recruitment for positions such as:

- HR Executives
- HR Recruiters
- HR Managers
- Sales Executives
- Business Development Executives
- BDE / BDM
- Inside Sales
- Marketing Executives
- Digital Marketing
- Content Writers
- Operations Executives
- Administration
- Finance / Accounts
- Customer Support
- Telecalling
- Office Administration
- Other corporate and operational positions

2. Candidate Sourcing
Use multiple channels to identify and attract suitable candidates.
Recruitment Platforms

- Naukri
- LinkedIn
- Indeed
- TimesJobs
- Foundit
- Internshala
- Other relevant job portals

Other Sourcing Methods

- LinkedIn Recruiter / LinkedIn sourcing
- Boolean search
- X-Ray search
- Database search
- Employee referrals
- Internal candidate database
- Social media recruitment
- Direct candidate outreach
- Recruitment communities and professional networks
- References and employee networks

The recruiter should continuously develop and maintain a candidate database/talent pool for frequently hired positions.

3. Job Posting & Job Portal Management

- Post vacancies across relevant job portals.
- Create attractive and accurate job advertisements.
- Ensure JDs clearly mention:
- Job title
- Experience
- Skills
- Location
- Work mode
- Salary/CTC range where applicable
- Responsibilities
- Qualification
- Interview process

- Monitor applications received from different platforms.
- Search existing databases using appropriate keywords.
- Refresh and optimize job postings when required.
- Maintain records of job postings and candidate responses.

4. Resume Screening & Shortlisting

- Review resumes received from job portals, LinkedIn, referrals, and other sources.
- Compare candidate profiles against the approved JD.
- Check:
- Relevant experience
- Technical skills
- Industry experience
- Educational qualification
- Current location
- Notice period
- Current CTC
- Expected CTC
- Career stability
- Relevant project experience

- Identify employment gaps or frequent job changes where relevant.
- Shortlist candidates who meet the basic requirements.
- Avoid forwarding profiles that clearly do not match the mandatory requirements.
- Maintain proper screening notes for shortlisted candidates.

5. Initial HR Screening
Conduct initial telephonic/online HR screening with candidates.
Evaluate:

- Communication skills
- Professional attitude
- Relevant experience
- Technical exposure at a basic screening level
- Current role and responsibilities
- Project experience
- Career objectives
- Notice period
- Current CTC




- Expected CTC
- Location
- Relocation willingness
- Work-from-office / hybrid / remote preference
- Reason for job change
- Availability for interviews
- Overall suitability for the position

Maintain proper screening records and share relevant candidate information with the hiring team.

6. Interview Coordination

- Coordinate technical, HR, managerial, and final-round interviews.
- Schedule interviews based on interviewer and candidate availability.
- Send interview invitations and joining instructions.
- Confirm candidate availability before every interview.
- Share candidate profiles and screening details with interviewers.
- Follow up with interview panels for feedback.
- Update candidates regarding interview status.
- Reschedule interviews when required.
- Minimize interview no-shows through proper follow-up.

Candidate Follow-Up
Maintain regular communication with candidates regarding:

- Interview schedule
- Interview confirmation
- Feedback
- Next rounds
- Documentation
- Salary discussion
- Offer status
- Joining date
- Joining confirmation

7. Candidate Evaluation & Feedback Management

- Collect interview feedback from interviewers on time.
- Maintain accurate interview status.
- Communicate selection/rejection/hold status professionally.
- Maintain candidate records throughout the recruitment lifecycle.
- Escalate delayed feedback to the appropriate HR/hiring manager.
- Ensure candidates are not left without communication for extended periods.

8. Salary Discussion & Negotiation

- Discuss salary expectations during the initial screening stage.
- Understand the candidate's current CTC and expected CTC.
- Communicate the approved salary budget transparently where applicable.
- Identify compensation mismatches at an early stage.
- Negotiate within the approved company budget.
- Coordinate with management/HR for exceptional compensation cases.
- Avoid proceeding with candidates whose expectations are clearly outside the approved budget unless specifically authorized.
- Maintain confidentiality of compensation information.

9. Offer & Pre-Joining Coordination
After candidate selection:

- Collect required candidate information.
- Coordinate salary approval.
- Prepare/share offer-related information with HR.
- Follow up for offer acceptance.
- Confirm expected joining date.
- Maintain regular pre-joining communication.
- Send joining reminders.
- Track candidates who have accepted offers.
- Identify potential dropouts before joining.
- Maintain backup candidates for critical positions.
- Coordinate documentation required for joining.

10. Joining & Onboarding Support
Support HR in the joining process by coordinating:

- Joining date confirmation
- Reporting time
- Required documents
- Employee information
- Offer/appointment documentation
- Policy acknowledgement
- Background verification where applicable
- HR induction coordination
- Department introduction
- Employee onboarding status

Maintain accurate records of candidates who have:
Applied Screened Shortlisted Interviewed Selected Offered Accepted Joined

11. Recruitment MIS & Reporting
Maintain daily/weekly/monthly recruitment reports.
Track:

- Total requirements
- Open positions
- Profiles sourced
- Profiles screened
- Profiles shortlisted
- Interviews scheduled
- Interviews completed
- Selected candidates
- Offers released
- Offers accepted
- Candidates joined
- Candidates rejected
- Candidates on hold
- Candidate dropouts
- Notice periods
- Source of candidates
- Time taken to close positions

Prepare recruitment MIS reports for HR and management whenever required.

12. Recruitment Performance Metrics
The recruiter will be expected to monitor and improve:

- Number of profiles sourced
- Number of qualified profiles
- Screening-to-interview ratio
- Interview-to-selection ratio
- Selection-to-joining ratio
- Offer acceptance rate
- Joining conversion rate
- Time-to-hire
- Time-to-close
- Source effectiveness
- Candidate quality
- Interview attendance rate
- Candidate dropout rate

13. Stakeholder Coordination
Work closely with:

- Senior HR
- HR Manager
- Hiring Managers
- Technical Managers
- Team Leads
- Project Managers
- Department Heads
- Management

Understand hiring priorities and provide regular updates regarding recruitment progress.

14. Candidate Relationship Management

- Build professional relationships with candidates.
- Maintain a strong candidate pipeline.
- Keep potential candidates engaged for future requirements.
- Maintain a database of rejected/hold candidates who may fit future openings.
- Ensure professional communication even when candidates are rejected.
- Protect candidate confidentiality and personal information.
- Represent the company professionally during candidate interactions.

15. Recruitment Process Improvement

- Identify bottlenecks in the hiring process.




- Suggest improvements to sourcing and screening methods.
- Improve candidate response and interview attendance rates.
- Explore new recruitment channels.
- Maintain updated sourcing strategies for difficult-to-hire technical positions.
- Develop talent pools for recurring positions.
- Track recruitment trends and competitor hiring practices.

16. Basic Technical Understanding IT Recruitment
The recruiter should have a basic understanding of commonly used technology terms, including:
Programming / Development

- Python
- Java
- JavaScript
- TypeScript
- Node.js
- React.js
- Next.js
- Angular
- .NET

Backend / API

- REST API
- FastAPI
- Django
- Flask
- Express.js

Database

- MySQL
- PostgreSQL
- MongoDB
- Redis

Cloud / DevOps

- AWS
- Azure
- Google Cloud
- Docker
- Kubernetes
- CI/CD
- Git
- Linux

AI / ML

- Artificial Intelligence
- Machine Learning
- Generative AI
- LLM
- RAG
- Vector Database
- Prompt Engineering
- Embeddings

The recruiter is not expected to be a technical expert, but should understand the basic terminology sufficiently to identify relevant profiles and conduct an initial screening.

17. Non-IT Recruitment Knowledge
The recruiter should be capable of understanding and hiring for business functions such as:

- Sales
- Marketing
- Finance
- Accounts
- HR
- Administration
- Operations
- Customer Support
- Business Development
- Management
- Back-office operations

The recruiter should understand differences between job roles and identify candidates based on relevant experience rather than only job titles.

18. Required Skills
Technical / Recruitment Skills

- Job portal handling
- LinkedIn sourcing
- Boolean search
- Resume screening
- Candidate database management
- Interview scheduling
- Recruitment MIS
- Excel / Google Sheets
- Email communication
- Basic ATS knowledge
- Candidate tracking

Soft Skills

- Excellent verbal communication
- Good written communication
- Solid follow-up skills
- Negotiation skills
- Time management
- Multitasking
- Team coordination
- Problem-solving
- Professional attitude
- Attention to detail
- Target orientation
- Candidate relationship management

19. Qualification
Education:

- Bachelor's degree in HR, Business Administration, Management, or a related discipline.
- MBA/PGDM in HR will be an added advantage.

Experience:

- 12 years of experience in recruitment / talent acquisition.
- Experience handling both IT and Non-IT recruitment is preferred.
- Candidates with experience in IT staffing, SaaS, software companies, technology startups, or recruitment agencies will be preferred.

20. Preferred Candidate Profile
The ideal candidate should:

- Have hands-on recruitment experience.
- Be comfortable handling multiple vacancies simultaneously.
- Have experience sourcing candidates through job portals and LinkedIn.
- Understand basic IT technologies and job roles.
- Have strong candidate screening skills.
- Be comfortable with targets and recruitment timelines.
- Have excellent follow-up and coordination skills.
- Be comfortable communicating with candidates and hiring managers.
- Be organized and capable of maintaining recruitment MIS.
- Be proactive in finding candidates rather than relying only on applications.

21. Key Competencies
CompetencyExpected LevelIT RecruitmentGoodNon-IT RecruitmentGoodCandidate SourcingGoodResume ScreeningGoodLinkedIn SourcingGoodJob Portal ManagementGoodBoolean SearchGoodInterview CoordinationExcellentSalary NegotiationGoodCandidate Follow-upExcellentRecruitment MISGoodCommunicationExcellentStakeholder ManagementGoodTime ManagementExcellentMultitaskingExcellent
22. Performance Expectations
During the first few months, the recruiter is expected to demonstrate the ability to:

- Understand company recruitment requirements quickly.
- Source relevant candidates consistently.
- Maintain an active candidate pipeline.
- Reduce irrelevant profile submissions.
- Coordinate interviews efficiently.
- Maintain accurate recruitment records.
- Improve candidate response and interview attendance.
- Close assigned positions within agreed timelines.
- Maintain professional candidate communication.
- Support the HR team in meeting overall manpower requirements.

23. Key Deliverables
The HR Recruiter will be responsible for:

1. Timely sourcing of qualified candidates.
2. Effective screening and shortlisting.
3. Maintaining candidate pipelines.
4. Coordinating interviews.
5. Collecting interview feedback.
6. Supporting salary discussions.
7. Managing offer follow-ups.
8. Ensuring joining confirmations.
9. Maintaining recruitment MIS.
10. Supporting successful closure of IT and Non-IT vacancies.
11. Maintaining candidate database.
12. Providing regular recruitment updates to HR and management.

Job Summary
Position: HR Recruiter IT & Non-IT
Experience: 12 Years
Department: Human Resources / Talent Acquisition
Location: Mahadevapura, Bengaluru
Work Mode: Onsite
Employment: Full-Time
Working Days: 5 Days
The selected candidate will play an important role in building the organization's workforce by managing end-to-end IT and Non-IT recruitment, maintaining strong candidate pipelines, coordinating with hiring teams, and ensuring timely and quality hiring.

📌 Human Resource Recruiter (Bengaluru)
🏢 Ramxora
📍 Bengaluru