– Recruitment Specialist

Technical / IT Recruitment

Company: StarZen

Location: Gurugram, Haryana

Work Location: M3M Urbana, Sector 67, Gurugram

Department: Talent Acquisition

Role: Recruitment Specialist

Experience: 1–3 Years

Employment Type: Full-Time

About StarZen

StarZen is a Global Capability Center (GCC) based in Gurugram, Haryana, focused on delivering high-quality technology, digital, engineering, business, and corporate capabilities.

Located at M3M Urbana, Sector 67, Gurugram, StarZen brings together skilled professionals across multiple functions to support business growth, operational excellence, and technology-driven transformation.

StarZen operates in a collaborative, performance-driven, and growth-oriented environment, providing professionals with opportunities to work on diverse requirements, collaborate with experienced teams, and build expertise across their respective domains.

The organization places strong emphasis on people, technology, innovation, continuous learning, quality, and professional development. Employees have the opportunity to work in a dynamic environment with exposure to diverse business requirements, modern technologies, and cross-functional stakeholders.

For the Talent Acquisition team, StarZen offers exposure to technology hiring, niche talent acquisition, stakeholder management, advanced sourcing, talent mapping, and end-to-end recruitment, making it an environment where recruiters can continuously strengthen their expertise and build a long-term career in Talent Acquisition.

Key Responsibilities

- Technical / IT Talent Sourcing

- Source and attract qualified candidates for IT and technical positions.
- Build and maintain strong talent pipelines for current and upcoming requirements.
- Source candidates through Naukri, LinkedIn, job portals, referrals, professional networks, GitHub, technology communities, and other relevant channels.
- Use Boolean Search, X-Ray Search, advanced sourcing techniques, and market mapping.
- Identify both active and passive candidates for niche and difficult-to-fill technical requirements.
- Develop sourcing strategies based on technology, experience, location, notice period, and compensation.

2. Candidate Screening
- Review resumes against job descriptions and mandatory requirements.
- Conduct initial screening calls to assess:
- Relevant technical experience
- Technology and skill exposure
- Project experience
- Career progression
- Communication skills
- Current location
- Notice period
- Current and expected CTC
- Offers in hand
- Understand technical requirements sufficiently to identify relevant candidates.
- Identify skill gaps, inconsistencies, and potential hiring concerns.
- Prepare candidate summaries for hiring managers.

3. End-to-End Recruitment Manage the complete recruitment lifecycle from requirement understanding through candidate joining, including:

- Requirement intake
- Sourcing
- Resume screening
- Candidate screening calls
- Interview scheduling
- Interview coordination
- Feedback follow-up
- Candidate engagement
- Offer discussions
- Salary negotiation support
- Pre-joining follow-up
- Joining coordination
- Manage multiple technical requirements simultaneously.
- Ensure assigned positions progress within agreed timelines.
- Maintain a strong balance between speed, quality, and candidate experience.

4. Candidate Relationship Management
- Maintain regular communication with candidates throughout the recruitment process.
- Build strong relationships with candidates and maintain an active talent network.
- Keep candidates engaged during interview and notice-period stages.
- Understand candidate expectations regarding role, growth opportunities, compensation, location, and joining timelines.
- Proactively manage candidate concerns, dropouts, counteroffers, and competing offers.
- Ensure a professional and positive candidate experience.

5.



Stakeholder Management
- Work closely with Hiring Managers, Recruitment Managers, Technical Leads, Interview Panels, and Business Stakeholders.
- Understand hiring requirements and translate them into effective sourcing strategies.
- Provide regular updates on candidate pipelines, interviews, feedback, offers, and joining status.
- Coordinate with interviewers to ensure timely feedback.
- Share market insights related to candidate availability, compensation, notice periods, and technology talent pools.
- Escalate recruitment challenges and recommend appropriate solutions.

6. Technical Recruitment Knowledge The candidate should have a good understanding of common IT and technology profiles, including areas such as:
- Java / Spring Boot
- .NET / C#
- Python
- Node.js
- React / Angular
- Full-Stack Development
- Frontend / Backend Development
- QA / Automation Testing
- Cloud & DevOps
- Data Engineering
- AI / ML
- Cybersecurity
- Infrastructure
- Database
- Enterprise Applications

The recruiter should be able to understand technical JDs and differentiate between mandatory skills, secondary skills, relevant experience, and transferable technology experience.

- Advanced Sourcing & Boolean Search

- Create effective Boolean search strings for technical requirements.
- Use technology synonyms, job-title variations, location filters, and company mapping.
- Conduct X-Ray searches and passive candidate sourcing.
- Map talent pools based on technologies, organizations, locations, and experience levels.
- Continuously optimize sourcing strategies based on candidate response and conversion.

8. Interview Coordination
- Coordinate technical and HR interviews between candidates and interview panels.
- Brief candidates regarding the role, interview process, and expectations.
- Follow up with interviewers for timely feedback.
- Communicate interview outcomes professionally.
- Maintain accurate candidate status throughout the recruitment process.
- Identify and resolve interview-process delays.

9. Offer Management & Joining
- Discuss compensation expectations, notice periods, location, and joining timelines.
- Support salary and offer negotiations within approved guidelines.
- Track offer release, acceptance, and joining status.
- Understand competing-offer and counteroffer situations.
- Maintain candidate engagement throughout the notice period.
- Proactively identify joining risks and take corrective action.
- Support improvement in offer acceptance and offer-to-join conversion.

10. ATS & Recruitment Data Management
- Maintain accurate candidate information in the ATS/HRIS.
- Update candidate stages, interview feedback, offer status, and joining status.
- Maintain recruitment trackers and hiring reports.
- Ensure recruitment data is accurate and updated on time.
- Follow organizational recruitment processes and data-protection requirements.

11. Recruitment Reporting Track and report recruitment activity, including:
- Open positions
- Candidate pipeline
- Sourcing activity
- Screening numbers
- Interview numbers
- Selection ratios
- Offers released
- Offer acceptance
- Joining status
- Candidate dropouts

Provide regular recruitment updates and identify bottlenecks in the hiring process.
- Process Improvement

- Identify opportunities to improve sourcing, screening, interview coordination, and candidate engagement.
- Improve recruitment turnaround time and pipeline quality.
- Standardize recruitment and candidate evaluation processes.




- Introduce effective sourcing techniques and market-mapping approaches.
- Keep up to date with technology hiring trends and IT talent-market developments.

Required Skills & Experience

- 1–3 years of experience in Technical Recruitment / IT Recruitment / Talent Acquisition.
- Robust hands-on experience in end-to-end IT recruitment.
- Experience hiring for technical/technology roles.
- Strong sourcing experience using Naukri, LinkedIn, Boolean Search, X-Ray Search, and other recruitment platforms.
- Ability to understand technical job descriptions and identify relevant candidates.
- Strong candidate screening and evaluation skills.
- Good understanding of IT technologies and technical job profiles.
- Ability to manage multiple requirements simultaneously.
- Strong candidate engagement and follow-up skills.
- Good stakeholder-management and negotiation skills.
- Strong verbal and written communication.
- Good organizational and time-management skills.
- Target-oriented and result-focused approach.
- Ability to work effectively in a fast-paced recruitment environment.

Preferred Skills

- Experience hiring Software Developers, Engineers, Architects, Data, Cloud, DevOps, QA, Cybersecurity, or other technology professionals.
- Exposure to niche technology hiring.
- Experience with ATS/HRIS platforms.
- Strong passive-candidate sourcing experience.
- Knowledge of recruitment metrics and dashboards.
- Experience managing candidates through offer and notice periods.
- Exposure to GCC, consulting, staffing, or technology-company recruitment environments.

Key Performance Indicators

Performance will be measured through:

- Time-to-Fill
- Time-to-Hire
- Quality of Hire
- Sourcing Conversion
- Screening-to-Interview Conversion
- Interview-to-Offer Conversion
- Offer Acceptance Rate
- Offer-to-Join Ratio
- Candidate Experience
- Pipeline Quality
- Hiring Manager Satisfaction
- Recruitment Target Achievement

Key Competencies

Ownership & Delivery
- Takes ownership of assigned requirements from sourcing to joining.
- Consistently works toward recruitment targets.
- Maintains focus on both quality and turnaround time.
- Proactively identifies and resolves recruitment challenges.

Stakeholder Management
- Understands hiring-manager requirements.
- Builds effective relationships with hiring managers and technical stakeholders.
- Provides relevant market and candidate insights.
- Communicates recruitment progress clearly and consistently.

Candidate Engagement
- Builds strong relationships with candidates.
- Maintains candidate engagement throughout the recruitment lifecycle.
- Handles candidate concerns, negotiations, competing offers, and counteroffers effectively.

Quality & Continuous Improvement
- Focuses on relevant and quality candidate pipelines rather than volume alone.
- Continuously improves sourcing and screening techniques.
- Uses recruitment data to identify bottlenecks and improve hiring effectiveness.
- Keeps up to date with technology and recruitment-market trends.

Education

- Bachelor's degree in Human Resources, Computer Science, Information Technology, Business Administration, or a related field is preferred.
- Additional certification or training in Technical Recruitment, Talent Acquisition, Sourcing, Behavioral Interviewing, or Competency Mapping will be an advantage.

Why Join StarZen?
- Opportunity to work in a Global Capability Center environment.
- Exposure to diverse technical and IT hiring requirements.
- Opportunity to work closely with technical teams and senior stakeholders.
- Exposure to niche and high-demand technology talent markets.
- Opportunity to build expertise in Technical Recruitment, Advanced Sourcing, Stakeholder Management, and Recruitment Analytics.
- Collaborative and performance-driven work setting.
- Opportunity to contribute directly to the growth of a technology-focused GCC.

📌 Information Technology Recruiter (Gurugram)
🏢 StarZen
📍 Gurugram