Technical 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.

Preferred candidate profile

• 2–10 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.