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.