Role & responsibilities

Business & Hiring Partnership

- Partner with hiring managers and business leaders to understand current and future talent requirements, role expectations, critical skills and hiring priorities.
- Translate business requirements into clear, effective job descriptions and sourcing strategies.
- Own hiring plans for assigned functions and ensure positions move through the recruitment lifecycle within agreed timelines.
- Challenge and clarify requirements where necessary to ensure the organisation hires for the right capability, not simply to close a vacancy.

Talent Sourcing & Pipeline Development

- Build and maintain strong talent pipelines through LinkedIn, job portals, referrals, professional networks, internal databases and other relevant sourcing channels.
- Identify passive talent and develop long-term talent pools for critical and recurring roles.
- Use targeted sourcing strategies for specialised technology and cybersecurity positions including GRC, VAPT, cybersecurity consulting, technology, product and other niche skill areas.
- Track sourcing effectiveness and continuously improve channel performance.

End-to-End Recruitment

- Own the recruitment lifecycle from requirement understanding and sourcing through screening, interview coordination, selection, offer management and joining.
- Conduct structured candidate screening to assess technical relevance, communication, motivation, stability and overall role fit.
- Coordinate interviews efficiently and ensure timely feedback from hiring managers.
- Manage offer discussions and follow through until joining to minimise offer dropouts and no-shows.
- Maintain accurate recruitment data and ensure ATS/recruitment trackers are updated in a timely manner.

Stakeholder Management





- Build strong working relationships with hiring managers and business leaders.
- Drive timely interview feedback, decision-making and closure.
- Keep stakeholders informed on hiring progress, challenges, market availability and expected timelines.
- Escalate hiring risks early and proactively recommend solutions.

Candidate Experience & Employer Brand

- Ensure every candidate receives a skilled, transparent and respectful recruitment experience.
- Represent the organisation and its culture effectively during candidate interactions.
- Build a strong talent community and maintain relationships with relevant candidates even when there is no immediate opening.

Key Success Measures The success of this role will be measured through:

- Positions closed within agreed hiring timelines
- Quality of hires
- Offer-to-joining conversion
- Time to shortlist and time to hire
- Hiring manager satisfaction
- Candidate experience
- Pipeline strength for critical roles
- Source effectiveness and conversion
- Reduction in hiring delays and interview drop-offs
- Accuracy and discipline of recruitment data

Preferred candidate profile

- Strong experience in end-to-end recruitment for technology, IT, cybersecurity or consulting organisations.
- Experience hiring for niche and specialised technology roles is preferred.
- Strong sourcing and candidate identification skills.
- Excellent stakeholder management and communication skills.
- Ability to understand technical job requirements and assess candidate relevance.
- Strong negotiation and offer management skills.
- Comfortable working with recruitment metrics and hiring dashboards.
- Strong ownership, follow-through and execution discipline.
- Ability to manage multiple priorities in a fast-paced environment.
- Experience or demonstrated interest in leveraging AI tools to enhance recruitment effectiveness will be an added advantage.

📌 Recruiter Specialist (Bengaluru)
🏢 Cyraac Services
📍 Bengaluru