Tech Recruiter

Role & responsibilities

Hiring Delivery

- Own the end-to-end recruitment lifecycle for Tech, Product, Leadership and select Non-Tech roles from intake and sourcing to screening, interviews, offer negotiation, closure and onboarding handover.
- Hire across levels in Tech and Product , including:
- SDE IIII
- Staff / Principal Engineers
- Engineering Managers
- Data / ML Engineers
- Data Scientists
- QA / SDET
- DevOps / SRE
- Product Managers
- Product Designers / UX
- Analytics roles
- Drive hiring for Leadership and Senior Management roles , including Directors, Heads of Function, VPs and other L-level leaders across Technology, Product and Business functions.
- Support hiring for select Non-Tech functions such as Marketing, Finance, Supply Chain & Operations, HR, Category / Merchandising and other corporate functions, based on business requirements.
- Consistently meet and exceed TAT, offer-to-join and quality-of-hire targets .

Sourcing & Talent Intelligence

- Build proactive talent pipelines through LinkedIn Recruiter, GitHub, job boards, communities, referrals and direct outreach , rather than relying primarily on inbound applications.
- Conduct talent mapping for critical and niche roles such as Computer Vision, ML, Consumer Electronics, Smart Wearables Product Managers and Senior Leadership positions.
- Develop and maintain target-company lists for strategic and niche hiring.
- Track talent-market trends, compensation benchmarks and competitor movements across Tech and Non-Tech functions.

Business Partnership

- Conduct structured intake sessions with hiring managers to define role scorecards, must-haves, competencies and interview plans.
- Drive regular pipeline reviews and provide data-backed recommendations on talent availability, feasibility, compensation and sourcing strategy.
- Partner with senior stakeholders on leadership hiring , including confidential mandates and collaboration with executive search firms.
- Coach interviewers on structured, competency-based interviewing and ensure timely, quality feedback.

Candidate Experience & Employer Brand

- Deliver a fast, transparent and respectful candidate experience throughout the hiring journey.
- Effectively position and sell the Lenskart story , including the scale of problems we solve, career opportunities and growth potential.
- Contribute to employer branding initiatives including hackathons, campus engagements, community events, engineering blogs and employee referral drives.

Requirements

Preferred candidate profile

- 2 to 10 years of recruitment experience , with at least 2 years focused primarily on Technology and/or Product hiring.
- Proven track record of closing roles across multiple tech functions , including Engineering, Data/ML and Product, preferably within a product company, startup, e-commerce or consumer-internet environment.
- Experience in leadership and senior-level hiring , including Engineering Managers, Directors and Heads of Product/Functions.
- Exposure to Non-Tech hiring across business and corporate functions.
- Strong technical understanding with the ability to differentiate Backend, Full-Stack and other technology profiles, understand tech stacks and assess candidate fit credibly.
- Strong hands-on sourcing expertise across LinkedIn Recruiter, Boolean search and GitHub, with proven experience building pipelines for niche and hard-to-hire roles.
- Strong stakeholder management skills , including the ability to challenge unrealistic requirements and provide data-backed recommendations.
- Strong offer negotiation and closure skills , including managing counter-offers, notice periods and buy-out discussions.

Good to Have

- Experience managing confidential leadership searches and hiring Director, VP and Head-level positions.
- Exposure to hiring across AI/ML, Computer Vision and Hardware-Software product teams .
- Experience hiring for Non-Tech functions such as Marketing, Finance, Supply Chain, HR and Merchandising.
- Experience with ATS platforms and recruitment analytics , including Excel/Sheets and dashboards.
- Prior experience working with executive search firms and recruitment agencies .
- Experience managing multi-geography hiring across India, Southeast Asia and Europe.