Technical Recruiter
About this role
This role addresses the need to secure specialized, mid-level engineering talent across critical technology domains for Zinnov's Globalisation Excellence practice. The team builds and scales Global Capability Centers (GCCs) by managing client journeys from initial design through to execution and operation. The Technical Recruiter is central to this function, focusing on identifying and acquiring the necessary technical expertise to support these complex global initiatives. This position exists to ensure Zinnov has the right technical resources to advise enterprises on global scaling and operating models.
The individual will be responsible for executing a sourcing-first strategy, blending hands-on recruiting with consultative advisory. This involves proactively building talent pipelines for a wide range of roles, particularly within Software Engineering, Cloud, Data, and AI domains. A key function is influencing leadership decisions regarding talent strategy and operating models.
The ideal candidate thrives in an environment that values independent thinking and early ownership, seeking opportunities to see their work directly influence business decisions. This role is suited for a recruiter who is highly AI-savvy, adept at leveraging modern recruiting technologies, and skilled at creating effective, scalable hiring approaches for niche technical roles.
What you will do
- Drive proactive sourcing efforts for various mid-level engineering roles including Software Engineers, Cloud Engineers, Data Engineers, and DevOps Engineers.
- Build robust passive talent pipelines utilizing market mapping, talent intelligence, referrals, and social sourcing techniques.
- Source and hire emerging AI talent such as AI Engineers, Machine Learning Engineers, Generative AI Engineers, Data Scientists, and MLOps Engineers.
- Utilize GenAI and AI-enabled recruiting platforms to enhance sourcing productivity and candidate engagement.
- Assess early-career and technical talent through structured interviews and assessment centers to ensure best-fit placement.
- Partner with Engineering Managers and Technical Leads to understand hiring priorities and technical competencies.
- Provide market intelligence on the availability and competitive trends for Software Engineering, AI, Cloud, and Data talent.
What you need
- A Bachelor’s degree is required; a Master’s or MBA in HR or related fields is preferred.
- Candidates must possess four to six years of hands-on technical recruiting experience within Product Engineering, Digital Engineering, GCCs, or technology organizations.
- Demonstrated success in hiring roles such as Software Engineers, Senior Software Engineers, Full Stack Engineers, Backend Engineers, Frontend Engineers, Cloud Engineers, Data Engineers, and QA Automation Engineers is necessary.
- Exceptional sourcing expertise across Software Engineering, AI/ML, Cloud, Data Engineering, and Digital technologies is required, along with a proven ability to build high-quality passive talent pipelines.
- Hands-on experience hiring AI/ML talent, including AI Engineers, Machine Learning Engineers, Generative AI Engineers, Data Scientists, and MLOps Engineers, is highly preferred.
- Proficiency in using AI-powered recruiting platforms and GenAI tools for sourcing and market mapping is essential.
Nice to have
- Master’s / MBA in HR or related fields
Benefits
- steep learning curves
- honest feedback
- chance to see work influence real business decisions
Skills and tech stack
Questions candidates ask
What is the remote policy for this role?
The posting does not explicitly state the remote policy for this position.
What is the compensation structure for this role?
The posting does not provide specific salary details for this position.
What technologies are central to the recruiting process?
The role involves leveraging AI-powered recruiting platforms and GenAI tools for sourcing and market mapping.
What is the team structure like?
The recruiter will partner closely with Engineering Managers and Technical Leads to understand hiring priorities.