Tech Recruiter

Role & responsibilities

Hiring Delivery

• Own theend-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 inTech 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 forLeadership and Senior Management roles, including Directors, Heads of Function, VPs and other L-level leaders across Technology, Product and Business functions.

• Support hiring for selectNon-Tech functions such as Marketing, Finance, Supply Chain & Operations, HR, Category / Merchandising and other corporate functions, based on business requirements.

• Consistentlymeet and exceed TAT, offer-to-join and quality-of-hire targets.

Sourcing & Talent Intelligence

• Build proactive talent pipelines throughLinkedIn Recruiter, GitHub, job boards, communities, referrals and direct outreach, rather than relying primarily on inbound applications.

• Conducttalent mapping for critical and niche roles such as Computer Vision, ML, Consumer Electronics, Smart Wearables Product Managers and Senior Leadership positions.

• Develop and maintaintarget-company lists for strategic and niche hiring.

• Tracktalent-market trends, compensation benchmarks and competitor movements across Tech and Non-Tech functions.

Business Partnership

• Conduct structuredintake sessions with hiring managers to define role scorecards, must-haves, competencies and interview plans.

• Drive regularpipeline reviews and provide data-backed recommendations on talent availability, feasibility, compensation and sourcing strategy.

• Partner withsenior stakeholders on leadership hiring, including confidential mandates and collaboration with executive search firms.

• Coach interviewers onstructured, competency-based interviewing and ensure timely, quality feedback.

Candidate Experience & Employer Brand

• Deliver afast, transparent and respectful candidate experience throughout the hiring journey.

• Effectivelyposition and sell the Lenskart story, including the scale of problems we solve, career opportunities and growth potential.

• Contribute toemployer branding initiatives including hackathons, campus engagements, community events, engineering blogs and employee referral drives.

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 ofclosing roles across multiple tech functions, including Engineering, Data/ML and Product, preferably within a product company, startup, e-commerce or consumer-internet environment.

• Experience inleadership and senior-level hiring, including Engineering Managers, Directors and Heads of Product/Functions.

• Exposure toNon-Tech hiring across business and corporate functions.

• Strongtechnical understanding with the ability to differentiate Backend, Full-Stack and other technology profiles, understand tech stacks and assess candidate fit credibly.

• Strong hands-onsourcing expertise across LinkedIn Recruiter, Boolean search and GitHub, with proven experience building pipelines for niche and hard-to-hire roles.

• Strongstakeholder management skills, including the ability to challenge unrealistic requirements and provide data-backed recommendations.

• Strongoffer negotiation and closure skills, including managing counter-offers, notice periods and buy-out discussions.

Good to Have

• Experience managingconfidential leadership searches and hiring Director, VP and Head-level positions.

• Exposure to hiring acrossAI/ML, Computer Vision and Hardware-Software product teams.

• Experience hiring forNon-Tech functions such as Marketing, Finance, Supply Chain, HR and Merchandising.

• Experience withATS platforms and recruitment analytics, including Excel/Sheets and dashboards.

• Prior experience working withexecutive search firms and recruitment agencies.

• Experience managingmulti-geography hiring across India, Southeast Asia and Europe.