Role & responsibilities

- Source and screen candidates for (specify: backend engineers, full-stack developers, QA engineers, DevOps, cloud architects, etc.) using LinkedIn Recruiter, GitHub, Stack Overflow, technical communities, and direct outreach
- Build and maintain pipeline of vetted candidates across current and anticipated hiring needs
- Qualify candidates against technical and behavioral criteria before sourcing to hiring teams
- Manage sourcing metrics: target 40%+ screening pass rate, 60%+ offer acceptance rate
- Write job descriptions collaboratively with hiring managers; establish clarity on must-haves vs. nice-to-haves
- Coordinate scheduling between candidates and interviewers; maintain candidate communication through offer
- Analyze sourcing channel effectiveness monthly; identify which sources yield highest-quality candidates
- Maintain organized candidate database with feedback notes from hiring teams for continuous improvement
- Track time-to-fill and cost-per-hire by role; escalate bottlenecks.

Preferred candidate profile





- 2-4+ years sourcing for IT/software development roles (internal recruiting or agency)
- Portfolio demonstrating successful placements in tech: can name roles hired, technical levels placed, how long they stayed
- Familiarity with technical terminology and role distinctions (frontend vs. backend, junior vs. senior IC vs. lead)
- Experience with at least two technical sourcing channels: LinkedIn Recruiter, GitHub profiles, Stack Overflow, technical job boards, coding community platforms
- Ability to understand a basic technical job description without needing constant translation
- Boolean search skills for technical sourcing or willingness to learn
- Data-driven: comfortable tracking sourcing metrics and optimizing based on what's working
- Track record of retention: candidates you've sourced have stayed longer than average
- Robust reporting structure with management.

📌 Hr Executive And Recruiter (New Delhi)
🏢 Nexgen Innovators
📍 New Delhi