HR Recruiter

Designation: HR Recruiter

Reporting To: Senior HR / Talent Acquisition Lead

1. Job Purpose-

To manage the complete recruitment lifecycle, from manpower requirement understanding and candidate sourcing to screening, interview coordination, offer management and successful joining.

The recruiter will be responsible for ensuring timely hiring of suitable candidates across restaurant operations and corporate requirements while maintaining recruitment quality, candidate experience and hiring efficiency.

2. Key Responsibilities

A. Manpower Planning & Requirement Management

• Understand hiring requirements, job specifications and manpower requirements from hiring managers and outlet operations teams.
• Coordinate with outlet Managers, Assistant Managers and HR Supervisors to understand vacancies, urgency and hiring priorities.
• Maintain an updated recruitment requirement tracker.
• Monitor open positions, ageing vacancies and hiring deadlines.
• Identify priority positions based on business requirements and outlet expansion plans.

B. Candidate Sourcing

• Source candidates through job portals, employee referrals, social media, recruitment agencies, walk-ins, local hiring networks and institute tie-ups.
• Develop and maintain a consistent candidate pipeline for recurring and bulk hiring requirements.
• Identify suitable sourcing channels for different positions and locations.
• Conduct proactive sourcing for difficult-to-fill and leadership positions.
• Maintain an updated database of potential candidates for future hiring.

C. Screening & Pre-Screening

• Conduct telephonic screening and evaluate candidates against role-specific requirements.
• Assess communication, experience, salary expectations, location suitability, availability, stability and career aspirations.
• Evaluate candidates for role suitability, attitude, reliability and behavioural competencies.
• Explain job responsibilities, salary structure, working conditions, shifts and company expectations.
• Shortlist and forward suitable candidates to the hiring manager.

D. Interview Coordination & Follow-up

• Schedule interviews with hiring managers and operational teams.
• Coordinate interview availability and ensure timely candidate communication.
• Track interview feedback and follow up with hiring managers.
• Maintain candidate engagement throughout the selection process.
• Ensure no candidate is left without feedback or communication.
• Manage interview cancellations, rescheduling and candidate no-shows.

E. Offer Management & Joining Conversion

• Coordinate salary discussions and offer approvals.
• Communicate offer details and manage offer acceptance.
• Follow up with selected candidates until their joining date.
• Identify reasons for offer dropouts and candidate withdrawals.
• Maintain joining confirmation and follow-up records.
• Coordinate with onboarding teams and outlet HR/operations for confirmed joining.
• Maintain accurate offer-to-joining conversion data.

F. Recruitment Process Management

• Maintain accurate and updated recruitment trackers, candidate databases and recruitment sheets.
• Update candidate status and recruitment activity on a daily basis.
• Ensure candidate information is entered into the recruitment tracker within the defined timeline.
• Track recruitment funnel metrics and identify bottlenecks.
• Maintain recruitment documentation and records.
• Ensure compliance with the company's recruitment process and hiring standards.

G. Bulk Hiring & Expansion Recruitment

• Execute bulk hiring drives for restaurant openings and business expansion.
• Develop location-specific sourcing strategies for frontline and operational roles.
• Coordinate walk-in interviews, recruitment drives and institute placement activities.
• Build candidate pipelines ahead of planned outlet openings.
• Ensure recruitment targets are achieved within agreed timelines.

3. Key Performance Indicators (KPIs)The recruiter will be evaluated on:

• Time-to-fill vacancies.
• Candidate screening-to-interview conversion.
• Interview-to-selection conversion.
• Offer acceptance ratio.
• Offer-to-joining conversion ratio.
• Candidate no-show and dropout rate.
• Quality of hire and hiring manager satisfaction.
• Recruitment tracker accuracy and timely updates.
• Bulk hiring and outlet-opening recruitment performance.

4. Required Skills & CompetenciesStrong sourcing and candidate screening skills.

• Excellent communication and follow-up abilities.
• Ability to manage multiple vacancies simultaneously.
• Strong coordination and planning skills.
• Target-oriented approach and urgency in execution.
• Candidate relationship management.
• Problem-solving and decision-making.
• Attention to detail and recruitment documentation.
• Ability to work in a fast-paced recruitment environment.
• Proactive approach to sourcing and hiring challenges.

5. Educational Qualification & ExperienceGraduate in any discipline; HR specialization preferred.

• 1–3 years of experience in end-to-end recruitment.
• Experience in QSR, hospitality, retail, FMCG or bulk hiring preferred.
• Familiarity with job portals, recruitment trackers and candidate databases.
• Experience in frontline, blue-collar or bulk recruitment will be an advantage.

6. Role Expectations-

The recruiter is expected to independently manage assigned vacancies, maintain an active candidate pipeline, ensure consistent candidate follow-up and achieve hiring targets within defined timelines. The role requires complete ownership of recruitment activities from sourcing to joining, with regular reporting and proactive communication regarding hiring challenges and delays.