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Popular technical recruiter title and mid-level (3–5 years) band increase candidate density.
Recruiting skills transfer across industries, but Web3/AI technical hiring experience increases domain specificity moderately.
Explicit 3–5 years, technical hiring and mandatory tool experience make screening moderately strict.
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Manage end-to-end recruitment for technical and non-technical roles including sourcing, screening, interview coordination, offer follow-ups, and joining.
Conduct detailed technical screening assessing skills, project experience, compensation, and notice period, primarily for Web2, Web3, AI/GenAI, and software engineering roles.
Leverage AI tools, LinkedIn Recruiter, and other sourcing channels to build passive candidate pipelines and improve hiring outcomes.
3–5 years of hands-on experience in Technical Recruitment/Talent Acquisition focusing on technology roles.
Experience hiring across Web2, Web3, AI/GenAI, and software engineering technologies including roles like AI Engineer, Technical Architect, Node.js, React, Full Stack, Data Engineer, and Project/Program Manager.
Proficient in using LinkedIn Recruiter, Keka or similar ATS platforms, and advanced sourcing methods beyond traditional portals like Naukri.
Experience recruiting for both technical and non-technical positions including Sales, Business Development, and Content roles.
Strong technical recruitment expertise specifically in emerging technologies such as AI/GenAI, Web3, and modern software engineering.
Operates independently in fast-paced technology environments with a hands-on approach to sourcing and hiring, proactively using AI and innovative recruitment methods.
Experienced in building and managing passive candidate pipelines with excellent market mapping and talent research skills.