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Open nowPosted 60 days ago

Technical Recruiter

Digit88 Technologies Private Limited18 open roles

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Your applicationOpen nowTechnical RecruiterDigit88 Technologies Private Limited

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The clock on this job

Early applications get read.

12.1% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.1%7 days
  4. 19.1%14 days
  5. 35.6%30 days
  6. 52.7%60 days
This job: posted 60 days ago

The posting

Technical Recruiter

Technical Recruiter – Product & AI Hiring

Experience: 3–5 Years Location: Bengaluru (Hybrid) Employment Type: Full-time

About the Role

We are looking for a highly driven Technical Recruiter with strong hands-on sourcing and talent research experience to build high-quality engineering and product teams.

This role is suited for someone who goes beyond resume sourcing — someone who can understand technical requirements, identify hard-to-find talent, build passive candidate pipelines, partner with engineering leaders, and take complete ownership of hiring outcomes.

You will work closely with Engineering, Product, AI/ML, Data, and Business leaders to deliver across specialist, senior, and leadership-level technology hiring. You will also be expected to use modern sourcing techniques, talent intelligence, AI-powered recruiting tools, data, and automation to make the hiring process faster, smarter, and more scalable.

Key Responsibilities

  • End-to-End Technical Hiring Own the recruitment lifecycle from requirement understanding, sourcing and screening through offer closure and joining. Manage multiple technical searches simultaneously while maintaining quality, speed, and candidate experience.
  • Hire across Product Engineering, Backend/Frontend, Full Stack, AI/ML, Data Engineering, Cloud, DevOps, Cybersecurity, and Enterprise SaaS roles. Independently drive searches with limited supervision and take accountability for hiring outcomes. Research & Sourcing Build sourcing strategies using multiple channels including LinkedIn, Naukri, GitHub, Boolean/X-Ray search, professional communities, referrals, talent databases, and other research-driven approaches.
  • Conduct market mapping, talent intelligence, competitor mapping, and passive talent research for niche and difficult-to-fill positions. Identify and engage candidates who are not actively looking for opportunities.
  • Build and maintain proactive talent pipelines for current and future hiring requirements. Develop personalized outreach strategies to improve response and conversion rates. Technical Understanding & Screening Develop a strong understanding of technology stacks and translate technical requirements into effective sourcing strategies.
  • Conduct structured initial conversations to evaluate technical relevance, career trajectory, problem-solving orientation, communication, motivation, and role fit. Understand the difference between keyword matching and genuine technical experience. Partner with technical interviewers to continuously improve candidate assessment and quality of submissions.
  • Stakeholder Management Partner closely with Engineering, Product, and Business leaders to understand hiring priorities and define realistic talent strategies. Challenge hiring requirements when required and provide market-backed recommendations on talent availability, compensation, location, and timelines. Maintain clear communication with stakeholders on pipeline health, hiring risks, and expected timelines. Build credibility as a talent advisor, rather than operating only as an execution-focused recruiter. AI, Automation & Data-Driven Recruiting Leverage AI-powered recruiting and productivity tools for sourcing, talent research, candidate engagement, screening support, market intelligence, workflow automation, and reporting.
  • Experiment with new tools and techniques to improve recruiter productivity and sourcing effectiveness. Use recruitment data and funnel metrics to identify bottlenecks and improve hiring outcomes. Continuously identify opportunities to automate repetitive recruitment activities without compromising candidate experience.

Required Skills & Experience

  • 3–5 years of hands-on technical recruitment experience, preferably within product companies, technology startups, SaaS, engineering organizations, or technology consulting environments.
  • Strong experience in research-driven sourcing and passive candidate hiring. Demonstrated ability to independently handle niche and difficult technical searches.
  • Strong hands-on expertise in multiple sourcing channels and techniques: Boolean & X-Ray Search LinkedIn / Naukri GitHub and technical communities Referral sourcing Talent mapping and competitor research Passive candidate engagement Good understanding of modern technology stacks across areas such as Product Engineering, Backend, Full Stack, Cloud, AI/ML, Data Engineering, DevOps, or Enterprise SaaS.
  • Experience working directly with engineering managers, product leaders, senior stakeholders, or founders.
  • Strong candidate assessment and interviewing skills. Strong communication, stakeholder management, negotiation, and influencing skills. Ability to manage multiple priorities and deliver against aggressive hiring timelines.
  • Demonstrated ownership mindset with the ability to take a hiring problem from ambiguity to execution. Hands-on exposure to AI-assisted recruiting tools, talent intelligence platforms, automation, or modern sourcing technologies.
  • Strong analytical mindset with the ability to use hiring data and market intelligence to support decisions. Engineering or technology-related educational background is preferred.

What We Look For

We are particularly interested in recruiters who:

  • Think like a researcher, not just a resume sourcer.
  • Can find talent through multiple sourcing routes, rather than depending on one platform.
  • Are comfortable working on roles where the talent pool is limited or highly competitive. Can understand a technical requirement well enough to identify the right profiles, not just matching keywords.
  • Demonstrate strong ownership, urgency, and follow-through. Are comfortable challenging assumptions and bringing market intelligence to hiring discussions. Continuously experiment with new sourcing methods, AI tools, and automation. Care about quality of hire, not just number of profiles submitted.
  • Can build trust with senior engineering and business stakeholders. What Success Looks Like Within the role, success would mean: Consistently delivering high-quality technical candidates within agreed timelines.
  • Building strong passive talent pipelines for current and future hiring needs. Successfully closing difficult and niche technical positions. Becoming a trusted talent partner for Engineering and Product leadership. Improving sourcing efficiency through AI, automation, research, and data. Maintaining healthy recruitment funnel conversion from sourcing → screening → interviews → offer → joining. Demonstrating strong ownership of hiring outcomes rather than measuring success only by activity volume. Continuously improving sourcing strategies based on market feedback and hiring data. Preferred Experience Experience hiring for Product Engineering, AI/ML, Data Engineering, Cloud, DevOps, Cybersecurity, or Enterprise SaaS organizations. Exposure to startup, high-growth, or product-led environments.
  • Experience with senior/leadership hiring or executive search. Exposure to global or cross-border hiring. Experience using modern ATS, sourcing platforms, talent intelligence tools, AI recruiting tools, and recruitment analytics. Experience building talent pools before positions formally open.
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