Senior Talent Acquisition Specialist — Technology
Smritie Bhardwaj's Organization
- Experience
- 5–8 years
- Location
- Gurgaon, India · On-site
- Job type
- Full-time
- Technology recruitment
- Sourcing
- Boolean search
- ATS
- Recruitment CRM
- Stakeholder management
- Communication
About the role
Own end-to-end recruitment for technology roles. Source hard-to-find and niche technology talent. Build and maintain talent pipelines for recurring technology hiring. Improve sourcing efficiency using data and recruitment technology. Ensure a positive candidate experience throughout the hiring process.
What you’ll do
- Own end-to-end recruitment for technology positions.
- Develop sourcing strategies for niche and difficult-to-fill roles.
- Source candidates through LinkedIn, job boards, referrals, databases and other channels.
- Screen candidates against technical and behavioural requirements.
- Partner with hiring managers to understand role requirements and define candidate profiles.
- Build and maintain talent pipelines for recurring technology hiring.
- Track recruitment metrics including time-to-fill, source effectiveness and conversion rates.
What we’re looking for
Must have
- Technology recruitment
- Sourcing
- Boolean search
- ATS
- Recruitment CRM
Nice to have
- Enterprise-scale technology recruiting
- International/EMEA hiring
- Recruitment analytics
- Sourcing metrics
- Talent pool building
What makes this role challenging
- Sourcing hard-to-find and niche technology talent
- Managing multiple requisitions simultaneously
- Balancing speed (time-to-fill) with candidate quality and diversity
- Partnering with hiring managers to define and align on candidate profiles
What success looks like
- First 30 days
- Ramped on the ATS, hiring manager relationships, and current open technology requisitions; begin sourcing for active roles.
- By 90 days
- Owning end-to-end recruitment for a set of technology roles, delivering qualified candidate pipelines and improving time-to-fill.
- First year
- Building sustainable talent pipelines for recurring technology hiring and improving sourcing efficiency and conversion metrics.
About Smritie Bhardwaj's Organization
LeapLadder (leapladder.pro) is a boutique HR-services and talent-consulting startup founded in 2023, positioning itself as 'Smart HR for a Smarter Workforce.' It offers executive search, senior & middle-level hiring, campus hiring and diversity hiring, alongside consulting, coaching, toolkits and BYOB K-12 education capacity-building programs. The company is a micro-startup (1-3 people) run by founder Smritie Bhardwaj, operating as a digitally-located, globally-connected practice.
Human Resources Services / Talent Acquisition & Recruitment Consulting · 1-3 employees (micro-startup; LinkedIn lists 3, stored facts list 1)
Senior Talent Acquisition Specialist — Technology
About the role
We are looking for a Senior Talent Acquisition Specialist to join our growing technology hiring team. The person will own end-to-end recruitment for technology roles, with a particular focus on sourcing hard-to-find talent and partnering closely with hiring managers.
Key responsibilities
Own end-to-end recruitment for technology positions.
Develop sourcing strategies for niche and difficult-to-fill roles.
Source candidates through LinkedIn, job boards, referrals, databases and other channels.
Screen candidates against technical and behavioural requirements.
Partner with hiring managers to understand role requirements and define candidate profiles.
Build and maintain talent pipelines for recurring technology hiring.
Track recruitment metrics including time-to-fill, source effectiveness and conversion rates.
Ensure a positive candidate experience throughout the hiring process.
Use recruitment technology, ATS platforms and data to improve sourcing efficiency.
Required qualifications
5–8 years of experience in technology recruitment/talent acquisition.
Strong experience sourcing software engineering and IT professionals.
Experience hiring for roles such as Java, Python, .NET, cloud, DevOps or data.
Strong LinkedIn sourcing and Boolean search skills.
Experience working with an ATS or recruitment CRM.
Strong stakeholder management and communication skills.
Ability to manage multiple requisitions simultaneously.
Preferred
Experience recruiting for enterprise-scale technology organisations.
Experience with international/EMEA hiring.
Familiarity with recruitment analytics and sourcing metrics.
Experience building talent pools for recurring hiring needs.
Key Success Measures
Quality and relevance of sourced candidates.
Time taken to build qualified candidate pipelines.
Interview-to-offer conversion.
Hiring-manager satisfaction.
Diversity and breadth of talent pipelines.