1. Job Purpose

To manage the end-to-end recruitment process by identifying, sourcing, screening, and hiring qualified candidates within the defined timelines. The recruiter will partner with hiring managers to understand manpower requirements, maintain a strong candidate pipeline, and ensure timely closures while maintaining hiring quality.

2. Key ResponsibilitiesA. End-to-End Recruitment

- Manage the complete recruitment lifecycle, from requisition initiation to candidate joining.
- Understand job descriptions, role requirements, experience criteria, and salary budgets.
- Coordinate with hiring managers to understand manpower requirements and hiring priorities.
- Ensure timely closure of open positions within agreed recruitment turnaround times.

B. Candidate Sourcing

- Source candidates through Naukri, LinkedIn, job portals, employee referrals, social media, and recruitment databases.
- Build and maintain talent pipelines for current and future requirements.
- Explore relevant recruitment groups, qualified networks, and alternative sourcing channels.
- Identify passive candidates and maintain a database of qualified profiles.

C. Screening and Interview Coordination

- Conduct initial screening calls to evaluate candidates' experience, skills, salary expectations, notice periods, and job suitability.
- Share relevant shortlisted profiles with hiring managers.
- Schedule interviews and coordinate with candidates and interview panels.
- Collect interview feedback and maintain regular communication with candidates throughout the hiring process.

D. Offer Management and Joining

- Coordinate salary negotiations and offer approvals in line with company policies and approved budgets.
- Release and follow up on offers in coordination with HR Operations.
- Track offer acceptance, candidate dropouts,



notice periods, and joining commitments.
- Conduct pre-joining follow-ups to minimize offer declines and last-minute dropouts.
- Ensure a smooth handover to the onboarding team.

E. Recruitment MIS and Reporting

- Maintain accurate recruitment trackers and update candidate status in the HRMS or Applicant Tracking System.
- Publish daily, weekly, and monthly recruitment reports.
- Track open positions, closures, interview schedules, offers released, joinings, and dropouts.
- Monitor ageing vacancies, sourcing productivity, and recruitment turnaround time.
- Identify recruitment bottlenecks and recommend corrective actions.

F. Stakeholder and Candidate Management

- Maintain effective relationships with hiring managers and business stakeholders.
- Provide regular updates on hiring progress and challenges.
- Deliver a positive candidate experience through timely communication and professional coordination.
- Maintain confidentiality of candidate information and recruitment decisions.

3. Key Performance Indicators (KPIs)

- Number of positions closed against assigned targets.
- Time to shortlist and time to hire.
- Number of qualified profiles submitted per vacancy.
- Interview-to-offer conversion ratio.
- Offer acceptance ratio.
- Offer-to-joining conversion ratio.
- Candidate dropout and no-show percentage.
- Ageing of open positions.
- Hiring manager satisfaction and candidate experience.




- Accuracy and timeliness of recruitment MIS.

4. Required Skills and Competencies

- Strong sourcing and candidate assessment skills.
- Excellent communication, negotiation, and interpersonal skills.
- Ability to manage multiple vacancies and competing priorities.
- Good understanding of recruitment processes and market trends.
- Proficiency in job portals, MS Excel, and HRMS/ATS tools.
- Strong follow-up, coordination, and time-management skills.
- Data-driven approach to recruitment performance.
- Ability to work in a target-oriented environment.

5. Educational Qualifications and Experience

- Graduate in any discipline; MBA/PGDM in HR is preferred.
- 1–4 years of experience in end-to-end recruitment.
- Experience in volume hiring, lateral hiring, or industry-specific recruitment is an advantage.
- Experience recruiting for Sales, Interior Design, or other business functions is preferred, where relevant to assigned vacancies.

6. Expected Outcomes

- Timely closure of approved manpower requirements.
- Improved offer-to-joining conversion.
- Reduced vacancy ageing and candidate dropouts.
- Consistent recruitment reporting and data accuracy.
- Strong candidate pipelines and improved hiring manager satisfaction.

Pay: ₹300,000.00 - ₹360,000.00 per year

Benefits:

- Paid time off
- Provident Fund

Application Question(s):

- Do you have prior interest in recruitment ? if yes , how many year
- Are you a immediate joiner ?
- Are you comfortable to work from office ? there is no work from home option we have so please do not apply if you are not comfortable to work from office
- The maximum CTC will be 3.6 L PA , please apply only if you are fine with the budget

Work Location: In person

📌 HR Recruiter (India)
🏢 Decorpot
📍 India