About Valiance

Valiance is a deep-tech AI and analytics consulting firm working with enterprises on cutting-edge solutions across Artificial Intelligence, Generative AI, Data Science, Computer Vision, Data Engineering, and Cloud Engineering.

Our teams solve complex business problems for leading enterprises using contemporary AI technologies and data platforms. We are looking for a Technical Recruiter who can help us build exceptional engineering and AI teams by identifying, evaluating, and attracting high-quality technical talent.

The Role

We are looking for a recruiter who goes beyond sourcing resumes and matching keywords against job descriptions. Someone who understands technology, can recognize meaningful technical experience, distinguishes genuine expertise from superficial exposure, and exercises sound judgment when evaluating candidates.

You should be curious, proactive, analytical, and highly outcome-oriented. You should continuously learn from interview feedback, identify gaps in the recruitment process, and bring ideas to improve hiring quality and speed.

We value independent thinking, ownership, and the ability to make good decisions in ambiguous situations. AI tools should help you become more effective and productive, but your judgment, curiosity, and ability to identify talent must remain your own.

Key Responsibilities

- Technical Screening & Talent Evaluation

- Evaluate resumes against job requirements by understanding the substance of a candidate's experience, not merely matching keywords or listed skills.
- Identify relevant projects, assess their complexity, understand the candidate's specific contributions, and evaluate the depth and duration of their hands-on experience.
- Distinguish between candidates who have genuinely built and deployed solutions and those with only academic exposure, superficial familiarity, or limited practical experience.
- Assess candidates for roles across Data Science, Machine Learning, Generative AI, Computer Vision, Data Engineering, and related technical disciplines.
- Identify relevant transferable skills and non-obvious talent that may not have an exact keyword match with the .
- Apply sound judgment to shortlist candidates who merit further technical evaluation, while avoiding both false positives and the rejection of promising profiles.

2. Candidate Fitment & Hiring Judgment
- Evaluate candidates across technical relevance, problem-solving ability, communication, learning agility, motivation, ownership, and role-specific expectations.
- Recognize signals that indicate whether a candidate is suited to the role, the nature of consulting work, client-facing environments, and Valiance's working culture.
- Understand the differences between profiles that look similar on paper but vary significantly in capability, experience, and potential.
- Ask thoughtful screening questions to validate experience, uncover gaps, and establish whether a candidate's claims are supported by concrete examples.




- Maintain a high bar for hiring quality without unnecessarily narrowing the talent pool.

3. Learning from Interview Outcomes
- Systematically analyze feedback from technical interviews, hiring managers, and rejected candidates to understand what worked and what did not.
- Identify patterns in rejected profiles, including recurring gaps in technical depth, project experience, communication, or role fit.
- Translate feedback into improved screening criteria, sharper questions, better sourcing strategies, and more accurate shortlisting decisions.
- Track the quality of shortlisted candidates and continuously refine the recruitment process based on actual outcomes.
- Demonstrate measurable improvement in screening accuracy and hiring effectiveness over time.

4. Ownership, Agency & Continuous Improvement
- Take end-to-end ownership of assigned hiring mandates, from understanding requirements and sourcing through screening, interview coordination, and offer closure.
- Proactively identify bottlenecks, hiring risks, and opportunities to improve candidate quality, turnaround time, and conversion rates.
- Bring recommendations and challenge ineffective approaches constructively instead of waiting for instructions.
- Collaborate closely with hiring managers, interviewers, and the broader talent acquisition team to align on role expectations and hiring priorities.
- Follow through on commitments, communicate issues early, and remain accountable for outcomes rather than activity alone.
- Show curiosity, energy, and a genuine hunger to improve personal effectiveness and the overall quality of hiring.

5. Effective Use of AI & Recruitment Tools
- Use AI tools to improve sourcing, resume analysis, candidate research, interview preparation, and recruitment workflow efficiency.
- Apply independent judgment to validate AI-generated assessments, challenge incorrect conclusions, and identify context that automated screening may miss.
- Avoid relying on AI-generated shortlists without independently evaluating candidate experience, project relevance, technical depth, and role fit.
- Experiment with better recruitment workflows and share practical ideas that improve productivity without compromising hiring quality.
- Use AI responsibly, protecting candidate information and complying with company data security policies.

What We Are Looking For

- 2–4 years of experience in technical recruitment, preferably hiring for Data Science, Machine Learning, Generative AI, Data Engineering, or software engineering roles.
- Prior experience recruiting for an AI company, data consulting firm, deep-tech organization, or technology product company is strongly preferred.




- A working understanding of technical concepts, project lifecycles, and the practical differences between commonly used technologies and skill sets.
- Strong analytical thinking and the ability to interpret resumes beyond keywords, titles, and years of experience.
- Evidence of good candidate judgment and the ability to distinguish high-quality profiles from superficially suitable ones.
- A track record of taking initiative, solving problems independently, and improving recruitment processes.
- Strong communication and stakeholder management skills, with the confidence to engage technical hiring managers and ask clarifying questions.
- Comfort working in a fast-paced environment with multiple hiring priorities and evolving requirements.
- Familiarity with applicant tracking systems, sourcing platforms, LinkedIn Recruiter, and AI-enabled recruitment tools.

We will place particular emphasis on:

- Talent intuition backed by evidence: The ability to spot promising candidates by understanding what they have actually done, not simply what their resumes claim.
- Independent thinking: The willingness and ability to make reasoned decisions rather than blindly follow templates, keywords, or AI recommendations.
- High agency: Identifying what needs to be done, taking initiative, and driving it to completion without constant supervision.
- Learning agility: Converting feedback and mistakes into better screening decisions and stronger recruitment outcomes.
- Outcome orientation: Caring about the quality of candidates hired, not just the number of resumes sourced or calls completed.
- Collaborative mindset: Working as a partner to hiring managers and colleagues, sharing insights, and actively seeking feedback.
- Continuous improvement: Bringing ideas, testing new approaches, and raising the bar on recruitment effectiveness.

How Success Will Be Measured

- Quality and relevance of shortlisted candidates, measured through technical interview progression and hiring manager feedback.
- Screening accuracy, including the ability to identify suitable candidates and reduce avoidable mismatches.
- Improvement in interview-to-shortlist and interview-to-offer conversion rates, with appropriate role-level context.
- Hiring turnaround time and ability to maintain healthy candidate pipelines for priority positions.
- Candidate engagement, interview coordination, and offer conversion.
- Evidence of learning from feedback and sustained improvement in recruitment decisions.
- Proactive recommendations and measurable improvements to recruitment workflows and productivity.

Why Join Valiance?

- Work closely with experienced AI, Data Science, and Data Engineering professionals.
- Develop a deeper understanding of emerging technologies and the talent shaping enterprise AI.
- Take ownership of hiring outcomes in a growing deep-tech organization.
- Have the opportunity to influence and improve how a technology company identifies and attracts exceptional talent.

📌 Talent Acquisition Specialist (Noida)
🏢 Valiance Solutions
📍 Noida