Key Roles & Responsibilities End-to-end recruitment: Manage the complete hiring lifecycle—from requirement intake and sourcing to screening, interview coordination, offer negotiation, and joining. Technical hiring: Recruit for roles such as Software Developers/Engineers, Java, .NET, Python, Full Stack, Frontend/Backend, QA/Testers, DevOps, Cloud, Data Engineering/Analytics, Cybersecurity, UI/UX, Product, Business Analysis, and other technology positions as required. Requirement understanding: Conduct detailed discussions with hiring managers to understand job descriptions, must-have skills, experience, seniority, team fit, budget, and hiring timelines. Sourcing strategy: Source candidates through job portals, LinkedIn, referrals, internal databases, professional communities, Boolean searches, and other relevant channels. Candidate screening: Review resumes and conduct initial screening for technical exposure, relevant experience, communication, career stability, notice period, compensation expectations, location, and motivation. Stakeholder management: Maintain regular communication with hiring managers, interview panels, HR/business teams, and candidates; provide timely updates and manage expectations. Interview management: Schedule interviews, share candidate profiles and feedback, follow up with interviewers, and keep the process moving efficiently. Offer and joining management: Support compensation discussions, offer approvals, offer rollouts, counter-offer handling, notice-period tracking, pre-joining engagement, and joining follow-ups. Talent pipeline:



Build and maintain active talent pools for recurring and niche technology skills; keep candidate records accurate and up to date in the ATS/trackers. Recruitment metrics: Track and report on time-to-fill, time-to-submit, source effectiveness, interview-to-selection ratio, offer-to-joining ratio, pipeline status, and closures. Quality and compliance: Ensure a positive candidate experience, confidentiality of candidate information, fair hiring practices, and adherence to company recruitment policies. Continuous improvement: Identify bottlenecks, improve sourcing and screening methods, share market intelligence, and recommend ways to improve hiring quality and speed. Required Skills & Qualifications 5–7+ years of relevant experience in IT recruitment / technical talent acquisition. Strong understanding of IT job descriptions, technical terminology, software development roles, and common technology skill sets. Demonstrated experience handling multiple open requirements and delivering against hiring targets. Hands-on sourcing experience using LinkedIn, job portals, Boolean search, referrals, and talent databases. Strong candidate assessment, communication, negotiation, follow-up, and stakeholder-management skills. Ability to prioritise urgent roles, manage deadlines,



and work in a fast-paced recruitment setting. Page 1 Senior HR – IT Recruitment | Job Description Experience with an Applicant Tracking System (ATS), recruitment trackers, spreadsheets, and reporting. Graduate degree in HR, Business Administration, or a related discipline is preferred; equivalent relevant experience may be considered. Preferred / Added Advantage Experience hiring for niche, senior, leadership, or hard-to-fill technology roles. Exposure to both product-based and service-based organisations, or multiple client/business units. Experience with bulk hiring, campus hiring, contract staffing, or vendor coordination, where relevant. Understanding of compensation benchmarking, notice-period trends, and talent-market insights. Performance Measures (KPIs) Timely submission of relevant, qualified candidates against assigned requirements. Role closure rate and adherence to agreed time-to-fill targets. Quality of hire and hiring-manager satisfaction. Offer acceptance and joining ratios. Candidate experience, process compliance, and accuracy of recruitment data. Candidate Profile The candidate should be proactive, organised, target-oriented, discreet with confidential information, and comfortable working with multiple stakeholders. They should demonstrate ownership of recruitment assignments and be able to explain their sourcing approach, screening criteria, hiring metrics, and examples of roles successfully closed.

Pay: Up to ₹650,000.00 per year

Benefits:

- Food provided
- Paid sick time
- Provident Fund

Work Location: In person

📌 IT Recruiter (Jaipur)
🏢 Innvocon Learning Solutions
📍 Jaipur