Tech Recruiter

Role & responsibilities
Hiring Delivery
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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.
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Hire across levels in Tech and Product, including:
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SDE IIII
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Staff / Principal Engineers
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Engineering Managers
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Data / ML Engineers
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Data Scientists
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QA / SDET
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DevOps / SRE
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Product Managers
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Product Designers / UX
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Analytics roles
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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.
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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.
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Consistently meet and exceed TAT, offer-to-join and quality-of-hire targets.
Sourcing & Talent Intelligence
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Build proactive talent pipelines through LinkedIn Recruiter, GitHub, job boards, communities, referrals and direct outreach, rather than relying primarily on inbound applications.
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Conduct talent mapping for critical and niche roles such as Computer Vision, ML, Consumer Electronics, Smart Wearables Product Managers and Senior Leadership positions.
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Develop and maintain target-company lists for strategic and niche hiring.
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Track talent-market trends, compensation benchmarks and competitor movements across Tech and Non-Tech functions.
Business Partnership
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Conduct structured intake sessions with hiring managers to define role scorecards, must-haves, competencies and interview plans.
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Drive regular pipeline reviews and provide data-backed recommendations on talent availability, feasibility, compensation and sourcing strategy.
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Partner with senior stakeholders on leadership hiring, including confidential mandates and collaboration with executive search firms.
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Coach interviewers on structured, competency-based interviewing and ensure timely, quality feedback.
Candidate Experience & Employer Brand
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Deliver a fast, transparent and respectful candidate experience throughout the hiring journey.
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Effectively position and sell the Lenskart story, including the scale of problems we solve, career opportunities and growth potential.
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Contribute to employer branding initiatives including hackathons, campus engagements, community events, engineering blogs and employee referral drives.