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.