What You'll Own

Candidate Sourcing & Pipeline Building

- Source qualified candidates through LinkedIn, job boards, databases, referrals, and other channels.
- Proactively build and maintain talent pipelines for current and future hiring needs.
- Identify candidates who meet both the technical requirements and cultural/behavioral expectations of the role.
- Conduct targeted LinkedIn research rather than relying only on inbound applicants.
- Continuously experiment with sourcing strategies to improve candidate quality and response rates.

Interview Pre-Screening

- Conduct structured initial screening calls with candidates.
- Evaluate candidates against defined role requirements, experience, communication, motivation, compensation expectations, availability, and overall fit.
- For technical positions, understand technical requirements well enough to conduct an effective first-level technical screening and identify whether a candidate should progress to the technical interview.
- For non-technical roles, assess functional experience, problem-solving ability, communication, ownership, and relevant behavioral competencies.
- Prepare concise and objective candidate summaries for hiring managers.

Interview Scheduling & Coordination

- Own the end-to-end interview scheduling process.
- Coordinate calendars across candidates, recruiters, interviewers, and hiring managers.
- Ensure interviews are scheduled quickly and accurately.




- Proactively follow up on pending feedback and prevent candidates from getting stuck at any stage.
- Maintain explicit communication with candidates before, during, and after interviews.
- Handle reschedules, cancellations, no-shows, and last-minute changes professionally.

Recruitment Process Ownership

- Track every candidate through the recruitment funnel and maintain accurate ATS/CRM records.
- Identify delays, bottlenecks, and drop-offs and take action without waiting for instructions.
- Maintain regular communication with hiring managers regarding pipeline quality and hiring progress.
- Follow up aggressively but professionally with candidates and stakeholders.
- Ensure no qualified candidate is lost due to poor follow-up or coordination.
- Support offer coordination and candidate closure when required.

Technical + Non-Technical Hiring

You should be comfortable recruiting across both technical and non-technical functions.

Experience hiring for roles such as:

- Software / Technology
- IT / Systems
- Automation
- Data / Analytics
- Operations
- Finance
- Sales
- Marketing
- HR
- Executive / Administrative
- Customer Success
- Business Development

You do not need to be a technical expert, but you must be capable of understanding a technical JD, asking intelligent screening questions, identifying relevant experience, and determining whether a candidate meets the basic requirements before moving them forward.

📌 HR and Talent Acquisition Associate (Mumbai)
🏢 Keiretsu Forum Northwest
📍 Mumbai