IT Recruiter Talent Acquisition Executive

Company: Developer Bazaar Technologies

Department: HR – Talent Acquisition

Location: Remote

Experience: 1–4 Years (IT Hiring preferred)

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• ­ Role Purpose
  
  

The IT Recruiter is fully responsible for closing open positions on time with quality candidates by maintaining a strong and active hiring pipeline.

🎯 Core Accountability (Non-Negotiable)

The recruiter is accountable for results, not effort.

✅ Hiring Delivery

• Close positions within agreed TAT (Time to Hire).
• Prioritize urgent and critical roles.
• Ensure no role remains stagnant without action.
  
  

✅ Hiring Quality

• Hire candidates with the right skills and attitude.
• Avoid rushed or weak hiring.
• Minimize offer dropouts and early exits.
  
  

✅ Pipeline Ownership

• Maintain an active candidate pipeline at all times.
• Keep backup profiles ready.
• “No profiles available” is not an acceptable reason.
  
  

✅ Hiring Discipline

• Do daily sourcing.
• Screen candidates properly.
• Communicate clearly with candidates and internal teams.
• Follow up without reminders.
  
  

✅ Hiring Transparency

• Share honest updates with HR and founders.
• Escalate issues early if hiring is blocked.
• No false commitments to candidates or management.
  
  

ðŸ› ï¸ Key Responsibilities

• Requirement Understanding
• Clearly understand:
• JD and skill requirements
• Experience range
• Priority and urgency
• Confirm salary range before sourcing.
• Ensure interview panel availability.
• Candidate Sourcing (Daily)
• Source candidates using:
• Job portals
• LinkedIn
• References
• Internal database
• Source 5–8 relevant profiles daily.
• Maintain an updated sourcing tracker.
• Screening & Shortlisting
• Conduct HR screening calls.
• Check:
• Basic technical fit
• Communication skills
• Stability and career intent
• Salary expectations
• Notice period
• Reject early if the candidate is not suitable.
• Interview Coordination
• Schedule technical interviews smoothly.
• Share JD and resume with interview panel in advance.
• Confirm candidate availability and reduce no-shows.
• Collect and record interview feedback quickly.
• Offer & Negotiation Handling
• Share offer details clearly with candidates.
• Handle negotiation only within approved budget.
• Take approval before committing salary or terms.
• Ensure offer acceptance is confirmed in writing.
• Joining Closure
• Follow up regularly until the joining date.
• Reduce offer dropouts.
• Coordinate documents and onboarding with HR.
• Confirm Day-1 joining.
• Hiring Reporting
• Share:
• Daily sourcing updates
• Weekly hiring report
• Pipeline status
• Dropout reasons
• Risks and bottlenecks
  

⌠Not Acceptable

• No sourcing activity for days.
• Waiting for reminders from HR or founders.
• Sending irrelevant or mismatched resumes.
• Hiding delays or hiring problems.
• Committing salary without approval.
• Poor follow-ups with candidates.
• Ignoring candidate experience.
• Blaming the market without data.
• Compromising quality just to close quickly.
  
  

🚨 Escalation Responsibility

Immediate Escalation Is Required If

• No suitable profiles are found in 5–7 days.
• Salary mismatch is blocking hiring.
• Interview panel is unavailable.
• Offer dropouts increase.
• Market demand is unusually high.
  
  

Silence = accountability failure.

â­ Success Indicators

A Strong Recruiter Will Show

• Regular resume flow without follow-ups.
• Clear pipeline visibility.
• Faster hiring cycles.
• Fewer delivery complaints.
• Minimal founder involvement.
• Proactive and honest communication.
  
  

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• How to Apply
  
  

Send Your CV To

📩 relation@developerbazaar.com

Subject: IT_Recruiter_

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