Technical Recruiter - Engineering

We are looking for a Technical Recruiter – Engineering & ER&D who can source, screen, and qualify candidates for niche engineering roles across automotive, aerospace, embedded systems, EV, manufacturing, mechanical design, validation, and product engineering.

The recruiter must be able to understand engineering requirements, break down technical JDs, create strong search strategies, identify the right target companies, and screen candidates beyond keyword matching.

The ideal candidate should be comfortable hiring for roles such as Embedded Software Engineer, AUTOSAR Engineer, ADAS Engineer, BMS Engineer, HIL Validation Engineer, Aerospace Stress Engineer, CAE Engineer, Wiring Harness Engineer, Mechanical Design Engineer, Manufacturing Process Engineer, and Functional Safety Engineer.

Key Responsibilities

1. Requirement Understanding

• Understand technical requirements from hiring managers or client teams.
• Break down JDs into must-have, good-to-have, and deal-breaker criteria.
• Identify whether the role is related to development, design, validation, testing, integration, manufacturing, or support.
• Ask the right clarification questions before starting the search.
• Build a clear sourcing plan for every role.

2. Candidate Sourcing

• Source candidates through Naukri, LinkedIn, internal databases, referrals, and other sourcing channels.
• Create Boolean search strings for niche engineering roles.
• Identify relevant target companies for each role.
• Search for candidates across automotive OEMs, Tier-1 suppliers, ER&D service companies, aerospace companies, manufacturing companies, and engineering consulting firms.
• Build talent pipelines for recurring niche engineering roles.

3. Technical Screening

• Conduct first-level screening calls with candidates.
• Validate candidate experience beyond resume keywords.
• Ask project-specific questions to understand actual hands-on exposure.
• Check domain relevance, tools used, project ownership, notice period, salary fit, location preference, and motivation.
• Identify red flags before submission.

4. Candidate Submission & Coordination

• Prepare high-quality candidate submission notes.
• Clearly explain why a candidate fits the requirement.
• Maintain accurate trackers with candidate status and next steps.
• Coordinate interviews and follow-ups with candidates and internal teams.
• Collect feedback and improve future searches based on rejection reasons.

5. Market Mapping

• Build target company lists for automotive, aerospace, embedded, EV, and engineering roles.
• Track where relevant talent is available.
• Share market feedback on salary, notice period, availability, and skill scarcity.
• Help improve search strategy for difficult or low-supply roles.