At Meolaa, tech talent is our bottleneck. We're building D2C infrastructure, data pipelines, marketplace integrations, and systems that need to scale from ₹1Cr to ₹100Cr ARR. We need someone who understands what good engineering looks like, can source in a competitive market, and moves fast without hiring people who'll slow us down.
The role is Tech Recruiter.
The reality is you own the engineering hiring roadmap, and you own quality.

What does that actually mean?
It means on Monday you're convincing a Backend engineer why Meolaa's problem is more interesting than the Stripe offer they just got.
On Tuesday you're breaking down the CTO's roadmap into hiring needs how many DevOps engineers do we need for Q2?
On Wednesday you're doing final interviews and making the call on your top 3 candidates.
On Thursday you're handling competing offers and negotiating with engineers who have leverage.
On Friday you're presenting hiring pipeline health to the CTO, candidate quality, time-to-hire, pipeline depth.
No two weeks look the same. Every week you're moving the needle on team composition.





What You'll Own
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• Build and own Meolaa's employer brand in the tech community
• Source engineers from GitHub, communities, conferences, referrals not just LinkedIn
• Build relationships with engineering leaders and CTOs
• Know what's hot (AI engineers, DevOps) and what's cold (dying tech stacks)
• Be known as the person who connects good engineers to interesting problems

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• Build Boolean search strings that actually return quality candidates
• Source across roles — Backend, Frontend, DevOps, QA, Data engineers
• Maintain a warm pipeline of pre-screened candidates (never scrambling)
• Know the difference between a good engineer and a good interviewer
• Build sourcing strategies for hard-to-fill roles (DevOps, ML engineers)

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• Screen candidates technically enough to know positive from mediocre
• Brief your interview team o

📌 Technical Recruiter (Bengaluru)
🏢 Meolaa
📍 Bengaluru