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.