HR Recruiter

We are a fast-growing professional services organization engaged in legal, digital, and operational domains. Our work environment is fast-paced, performance-oriented, and driven by accountability.

We are looking for an energetic and target-driven HR Recruiter to join our team — someone who can handle end-to-end recruitment with ownership, consistency, and measurable output.

If you are someone who thrives on achieving numbers, enjoys speaking to people all day, and can convert conversations into interviews and joinings, this role is for you.

Role Objective

To manage full-cycle recruitment and ensure consistent daily interview lineups across multiple positions.

The HR Recruiter will be responsible for 50–60 calls per day and ensuring a minimum of 10 confirmed in-office interviews daily, driving continuous manpower availability for various departments.

Key Responsibilities

A. Sourcing & Lead Generation

• Source candidates through multiple channels including job portals (Naukri, Shine, Indeed, LinkedIn), internal databases, references, and social media.
• Prepare and post job listings, ensuring visibility and clarity of open positions.
• Actively maintain and update candidate pipelines for ongoing and upcoming requirements.
• Identify and approach potential candidates with relevant experience and skill sets.

B. Candidate Calling & Screening

• Make 50–60 calls per day to connect with potential candidates across active and passive pools.
• Explain job roles, company background, work expectations, and compensation details confidently and accurately.
• Assess candidate suitability through structured telephonic screening (communication, stability, relevant experience, and intent).
• Maintain professionalism, empathy, and persuasion during every call to ensure high conversion rates.
• Document every interaction clearly in the recruitment tracker or CRM system.

C. Scheduling & Line-Up Management

• Schedule and confirm a minimum of 10 in-office interviews daily.
• Maintain a detailed daily lineup sheet — including candidate names, roles, timings, and confirmation status.
• Send WhatsApp messages, emails, and SMS reminders to ensure candidates show up.
• Share daily and weekly interview schedules with department heads and hiring managers.
• Coordinate logistics for walk-ins, panel availability, and candidate flow on the interview day.
• Immediately reschedule or refill any dropouts to maintain lineup continuity.

D. Follow-Up & Conversion

• Conduct post-interview follow-ups with both candidates and interviewers for feedback.
• Track status — selected, on hold, rejected, or awaiting documents.
• Maintain consistent communication with selected candidates until joining.
• Share daily recruitment updates, selection ratios, and joining forecasts with the HR Manager.
• Minimize dropouts through timely engagement and transparent communication.

E. Reporting & Documentation

• Maintain comprehensive records of calls made, interviews scheduled, and candidates selected.
• Update the daily recruitment tracker by end of day — including key metrics such as:
• Calls made
• Interviews scheduled
• Interview turnout
• Selections & dropouts
• 
  
• Generate weekly hiring reports for review by management.
• Maintain digital and physical candidate files (resumes, ID proofs, offer letters).

F. Coordination with Teams

• Collaborate with operations, admin, and legal teams to understand manpower needs.
• Coordinate with the onboarding team for document collection, ID creation, and system setup.
• Work closely with the HR Manager to plan hiring drives, walk-ins, and recruitment targets.
• Maintain strong interdepartmental communication to ensure manpower gaps are filled timely.

G. Process & Quality Management

• Ensure adherence to company policies and confidentiality standards in all HR communications.
• Maintain professionalism and positive brand representation during candidate interactions.
• Suggest improvements in sourcing techniques, screening criteria, and turnaround time.
• Contribute ideas for employer branding and enhancing recruitment efficiency.

Performance Metrics (KPIs)

• 50–60 candidate calls per day (minimum)
• 10 confirmed in-office interviews per day
• 3–5 selections per week (depending on hiring load)
• Consistent daily recruitment tracker updates
• Dropout rate under 20%
• Positive feedback from hiring managers and candidates

Desired Skills & Attributes

• Excellent communication and interpersonal skills (English & Hindi mandatory).
• High energy, persistence, and enthusiasm for candidate engagement.
• Strong ability to multitask, prioritize, and deliver under tight deadlines.
• Good command over Excel, Google Sheets, and email communication.
• Strong sense of ownership — treating hiring numbers as personal responsibility.
• Goal-oriented, with the ability to stay calm under pressure.
• Polite yet persuasive — able to convert “maybe” into “yes.”

Qualifications

• Graduate in any discipline (HR, Commerce, or Management preferred).
• 1–4 years of relevant experience in high-volume recruitment (preferably BPO, legal, fintech, or operations).
• Freshers with excellent communication skills and confidence may also apply.