Recruiter job description template (India, 2026)

What does a Recruiter do?

A company adds a dedicated Recruiter when hiring volume outgrows what an HR generalist can do alongside operations — typically ten or more open roles at a time, or a constant flow of sales, support or engineering hires. The Recruiter works requisitions with hiring managers, sources actively rather than waiting for applicants, runs screening calls, keeps the interview process moving, negotiates offers within bands, and stays with candidates until they join — the joining rate in India is the metric that catches out new recruiters.

The posting should say which roles the person will hire for — volume roles and specialist roles are different skills — the tools and job boards the company pays for, and whether the role includes employer branding or campus hiring. Agency recruiters applying for in-house roles need to understand the ownership of process and the joining follow-up.

Recruiter responsibilities

Written as work the person does, not qualities they have. A responsibility a candidate can picture is one they can decide about.

• Take requisitions from hiring managers, agree the profile, the interview process and the timeline, and keep both honest as the search runs.
• Source actively — Naukri and LinkedIn searches, referrals, job posts, talent pools, campus where relevant — and maintain a pipeline for recurring roles.
• Screen resumes and run structured screening calls, checking the deal-breakers — notice period, location, CTC expectations, must-have skills — before a hiring manager's time is used.
• Coordinate interviews across panels, collect feedback promptly, and keep candidates informed at every stage.
• Prepare and negotiate offers within approved bands, and manage the paperwork with HR.
• Stay with offered candidates until joining: notice-period follow-up, counter-offer conversations, documentation and pre-joining engagement.
• Track the funnel and report weekly: open roles, pipeline by stage, time to hire, offer acceptance and joining rate, and reasons for drop-off.
• Keep the ATS current and the careers page and job posts accurate.

Recruiter requirements and qualifications

Keep the required list to what you would actually reject a candidate for. Everything else goes under nice to have — a long required list mostly filters out the people you wanted.

• 2 to 5 years in recruiting, in-house or agency, with end-to-end ownership of hires in the relevant role families.
• Proficient with Naukri and LinkedIn Recruiter searches and with an applicant tracking system.
• A record of joining rates and time to hire you can describe, and of managing offer negotiations and counter-offers.
• Structured screening: can define must-haves with a hiring manager and hold candidates to them.
• Clear, prompt communication with candidates and managers in English and Hindi; a regional language helps for local volume hiring.
• Organised under volume — many roles, many candidates, many stages at once.

Nice to have

• Experience hiring in our function — sales, engineering, operations, support — or industry.
• Experience with campus hiring or employer-branding content.
• Experience setting up or improving a recruiting process rather than only running one.

Salary, CTC and terms for a Recruiter in India

State a CTC range. Postings without one get fewer and worse-matched applications, and the range is the first thing an Indian candidate looks for. Say how the CTC is made up — fixed, variable, and any statutory components — so the in-hand figure is not a surprise at offer stage.

• State the CTC and whether there is a variable tied to hires or joining rate. If there is, say how it is calculated; recruiters have seen incentive plans that penalise them for hiring-manager delays.
• State the tools and boards the company provides — Naukri, LinkedIn Recruiter, an ATS — since sourcing without them is a different job.
• State the volume honestly: number of open roles at a time and the mix of volume and specialist hiring.
• Notice period: 30 days is typical. Ask for the candidate's in screening.

Recruiter job description template

Replace every [placeholder]. Cut anything that is not true of your company — a generic paragraph is worse than no paragraph.

Recruiter — [Company name], [City]

Employment type: Full-time | Location: [City] / [On-site, hybrid or remote] | CTC: [range] per annum | Experience: [years]

About the role
A company adds a dedicated Recruiter when hiring volume outgrows what an HR generalist can do alongside operations — typically ten or more open roles at a time, or a constant flow of sales, support or engineering hires. The Recruiter works requisitions with hiring managers, sources actively rather than waiting for applicants, runs screening calls, keeps the interview process moving, negotiates offers within bands, and stays with candidates until they join — the joining rate in India is the metric that catches out new recruiters.
The posting should say which roles the person will hire for — volume roles and specialist roles are different skills — the tools and job boards the company pays for, and whether the role includes employer branding or campus hiring. Agency recruiters applying for in-house roles need to understand the ownership of process and the joining follow-up.

What you will do
- Take requisitions from hiring managers, agree the profile, the interview process and the timeline, and keep both honest as the search runs.
- Source actively — Naukri and LinkedIn searches, referrals, job posts, talent pools, campus where relevant — and maintain a pipeline for recurring roles.
- Screen resumes and run structured screening calls, checking the deal-breakers — notice period, location, CTC expectations, must-have skills — before a hiring manager's time is used.
- Coordinate interviews across panels, collect feedback promptly, and keep candidates informed at every stage.
- Prepare and negotiate offers within approved bands, and manage the paperwork with HR.
- Stay with offered candidates until joining: notice-period follow-up, counter-offer conversations, documentation and pre-joining engagement.
- Track the funnel and report weekly: open roles, pipeline by stage, time to hire, offer acceptance and joining rate, and reasons for drop-off.
- Keep the ATS current and the careers page and job posts accurate.

What we are looking for
- 2 to 5 years in recruiting, in-house or agency, with end-to-end ownership of hires in the relevant role families.
- Proficient with Naukri and LinkedIn Recruiter searches and with an applicant tracking system.
- A record of joining rates and time to hire you can describe, and of managing offer negotiations and counter-offers.
- Structured screening: can define must-haves with a hiring manager and hold candidates to them.
- Clear, prompt communication with candidates and managers in English and Hindi; a regional language helps for local volume hiring.
- Organised under volume — many roles, many candidates, many stages at once.

Nice to have
- Experience hiring in our function — sales, engineering, operations, support — or industry.
- Experience with campus hiring or employer-branding content.
- Experience setting up or improving a recruiting process rather than only running one.

Compensation and terms
- State the CTC and whether there is a variable tied to hires or joining rate. If there is, say how it is calculated; recruiters have seen incentive plans that penalise them for hiring-manager delays.
- State the tools and boards the company provides — Naukri, LinkedIn Recruiter, an ATS — since sourcing without them is a different job.
- State the volume honestly: number of open roles at a time and the mix of volume and specialist hiring.
- Notice period: 30 days is typical. Ask for the candidate's in screening.

How to apply
Apply with your resume through this page. We reply to every application, and shortlisted candidates hear from us within [number] working days.

Screening questions for Recruiter applicants

Five questions is the ceiling on ofper, and it is the right ceiling: a form that asks more than that costs applications. Use them for the things that decide a shortlist, not for anything the resume already says.

Questions, answered straight