Job Title: Recruitment Manager
Location: Lower Parel, Mumbai & Vashi, Navi Mumbai (On-site; regular travel between
locations)
Employment Type: Full-time
Experience: 7–10 years in recruitment (at least 3–4 years in a lead/manager role)
Department: Human Resources / Talent Acquisition
CTC : 10 - 14LPA
Reports To: Head – HR / Business Head – Talent
About Arcot Group & the Role
Arcot Group builds and supports multiple fast-growing businesses including Arcitech.ai,
AllTalent.com, Haire.ai, ProSchool.ai and other internal products, along with providing
specialized tech and support staffing services to external clients.
We are looking for a Recruitment Manager who can own and drive end-to-end hiring across
the Group – with a strong focus on:
● Technology recruitment (product, engineering, data, AI/ML, DevOps, QA, etc.), and
● Non-tech/support hiring (operations, customer success, sales, marketing, HR,
finance, etc.), for both Arcot Group entities and client projects.
This role combines hands-on outbound recruiting with team management, stakeholder
partnering, and process ownership.
Role Overview
The Recruitment Manager will:
● Lead the recruitment function for Arcot Group companies and external client
projects.
● Build and manage a team of technical and corporate recruiters focused on tech
and support staffing.
● Partner with business leaders and founders to understand workforce plans, close
key positions on time, and maintain a strong talent pipeline.
● Drive a proactive, data-driven, and high-quality recruitment process across
brands.
Key Responsibilities
- Talent Acquisition Strategy & Planning
● Own and drive the overall hiring strategy for tech and non-tech roles across Arcot
Group and client projects.
● Work with leadership to understand annual and quarterly manpower plans, critical
roles, and hiring priorities.
● Define sourcing mix (LinkedIn, Indeed, Naukri, other job portals, communities,
referrals, vendors, campuses, social media, etc.) suited for different roles and
geographies.
● Create and maintain role-wise hiring playbooks (JDs, interview structures,
assessments, evaluation criteria) for recurring positions.
● Ensure that for all hard-to-fill and niche roles, a clear outbound sourcing strategy
is documented and implemented.
- Hands-on Tech & Non-tech Recruitment
- Personally drive hiring for critical, senior, and niche positions, especially in tech
and leadership roles.
- Set the standard for advanced proactive sourcing, including:
a) LinkedIn advanced search / LinkedIn Recruiter
b) Indeed, Naukri, and other job portals
c) Communities (GitHub, Stack Overflow, Discord/Slack groups), meetups,
and networks
- Use and refine Boolean search strings and role-specific keywords to identify
passive and semi-active talent, not just applicants.
- Ensure proactive outreach through personalized connection requests, InMails,
emails, and job portal messages, followed by structured follow-ups.
- Build and maintain structured talent pipelines for recurring and strategic roles
(developers, data, AI/ML, DevOps, QA, product, customer success, sales, etc.).
- Guide the team to calibrate profiles quickly with hiring managers, refining search
criteria dynamically based on market feedback.
- Team Leadership & Capacity Management
● Lead, coach, and mentor the HR / TA team (technical recruiters, talent acquisition
executives, coordinators).
● Allocate roles, mandates, and priorities; balance workload across internal brands
and client staffing projects.
● Set and monitor KRAs/KPIs for the recruitment team:
a. Time-to-fill, quality of hire, offer-to-join ratio
b. Inbound vs outbound pipeline mix
c. Sourcing productivity (reach-outs, response rates, sourced-to-shortlisted
conversion)
● Train and coach the team on:
a. Boolean search techniques (AND/OR/NOT, nesting, field-based queries)
b. Advanced LinkedIn and job portal sourcing
c. Candidate engagement and follow-up best practices
● Conduct regular 1:1s and performance reviews; drive capability-building sessions
and sharing of sourcing best practices.
- Stakeholder Management & Business Partnering
● Act as the primary recruitment partner for founders, business heads, tech leaders,
and functional managers across Arcot Group and key clients.
● Run structured intake discussions for each mandate to clarify expectations on
role, skills, budget, and timelines.
● Provide market insights (talent availability, salary benchmarks, sourcing
challenges) to help stakeholders make informed decisions.
● Set and manage expectations on timelines, process steps, candidate availability,
and constraints.
● Ensure consistent, timely communication with stakeholders through dashboards,
status updates, and review meetings.
- Process Excellence, ATS & Metrics
● Own the recruitment process design and governance – from requisition approval
to onboarding handover.
● Ensure effective use of ATS / tracking tools (including AllTalent.com where
relevant) and adherence to documentation standards.
● Track and publish weekly/monthly dashboards, including:
a. Open positions and status by brand / client
b. Inbound vs outbound pipeline statistics
c. Source-wise performance and cost per hire
d. Interview-to-offer and offer-to-join ratios
● Track outbound activity metrics such as reach-outs, responses, and sourced
candidate conversions, and use them to refine sourcing strategy.
● Drive continuous improvement in conversion rates, reduce last-minute drop-offs,
and shorten time-to-fill without compromising quality.
- Employer Branding & Candidate Experience
● Work with Marketing and leadership to position Arcot Group and its brands
(Arcitech.ai, AllTalent.com, Haire.ai, ProSchool.ai, etc.) attractively in the talent
market.
● Ensure JDs, outreach messages, and communication are clear, compelling, and
consistent across roles and platforms.
● Own the candidate experience from first contact to closure – timely responses,
respectful rejections, and transparent updates.
● Capture candidate feedback and use it to refine the hiring story and process.
- Vendor, Partner & Client Coordination (Staffing Side)
● Identify, onboard, and manage recruitment vendors / staffing partners for niche or
volume mandates where required.
● Work closely with external clients on staffing projects:
a. Clarify role expectations and SLAs
b. Provide regular updates on pipeline and closures
c. Ensure agreed hiring timelines are met
● Monitor performance of vendors and internal team on client mandates; take
corrective actions when needed.
- HR Analytics & Continuous Improvement
● Use recruitment data and metrics to provide insights on cost, productivity,
bottlenecks, and talent market behaviour.
● Identify process gaps and drive continuous improvement in sourcing, screening,
interview design, and offer management.
● Evaluate and recommend tools and automation opportunities that can improve
recruiting efficiency and candidate experience.
Key Skills & Requirements
● Graduate / Postgraduate, preferably with specialization in HR / Business
Management.
● 7–10 years of end-to-end recruitment experience, including:
a. Significant exposure to tech hiring (product, engineering, data, AI/ML,
infra, QA, etc.).
b. Strong exposure to support / corporate hiring (operations, CS, sales,
marketing, HR, finance, etc.).
● Prior experience in a tech/startup or staffing / consulting environment is strongly
preferred.
● Proven experience in leading and managing a recruitment team.
● Demonstrated success in closing hard-to-fill and niche roles using outbound
strategies.
● Advanced hands-on skills in:
a. Boolean search and advanced job portal search
b. LinkedIn (including LinkedIn Recruiter / advanced filters)
c. Job portals such as Indeed, Naukri, etc.
● Strong knowledge of sourcing practices, funnel management, and recruitment
metrics.
● Data-driven, structured working style with strong documentation discipline.
● Excellent communication, negotiation, and stakeholder management skills.
● High ownership, resilience, and comfort working in a fast-paced, multi-brand
environment.
