Human Resource Recruiter

• *Job Description: HR Recruiter Specialist – Manufacturing \& Technical Recruitment**

• *Company:** Ecopmin Technologies Pvt. Ltd.
• *Department:** Human Resources
• *Location:** Ambattur Industrial Estate, Chennai
• *Experience:** 2\-3– Years
• *Employment Type:** Full\-Time
• *Industry Preference:** Electronics Manufacturing / Industrial Automation / Engineering / Manufacturing

• *Contact Name: Jemeema Mohamad. M R**

• *Contact No: 97898 39926**

• *Job Summary**

We are looking for a versatile and result\-oriented HR Recruiter Specialist with strong experience in end\-to\-end recruitment, particularly in the manufacturing and engineering sectors. The ideal candidate should be capable of handling multiple vacancies simultaneously, understanding technical job requirements, identifying suitable talent, and closing positions within defined timelines.

The candidate must have hands\-on experience recruiting for manufacturing operations, engineering, automation, sales, service, and leadership positions. Strong sourcing skills, technical resume screening, stakeholder coordination, candidate engagement, and recruitment analytics are essential.

• *Key Responsibilities1\. End\-to\-End Recruitment**

• Manage the complete recruitment lifecycle, from manpower requisition to candidate joining.
• Handle multiple vacancies across technical, non\-technical, operational, and managerial functions.
• Coordinate with hiring managers to understand job requirements, experience criteria, technical competencies, salary budgets, and joining timelines.
• Prepare recruitment plans and prioritize urgent and business\-critical vacancies.
• Maintain regular communication with candidates throughout the selection and offer process.

• *2\. Manufacturing \& Technical Recruitment**

• Recruit for manufacturing, electronics, SMT, industrial automation, engineering, production, assembly, maintenance, and quality functions.
• Handle technical hiring for PLC/HMI Programmers, Electrical and Mechanical Design Engineers, Application Engineers, Service Engineers, Production Supervisors, and Manufacturing Managers.
• Recruit for technical sales, marketing, finance, HR, administration, and senior management positions as required.
• Understand technical job descriptions, essential skills, machinery exposure, industry experience, and role\-specific requirements before sourcing candidates.
• Differentiate between relevant and irrelevant profiles based on actual technical experience rather than keywords alone.

• *3\. Sourcing \& Talent Acquisition**

• Source candidates through Naukri, LinkedIn, Indeed, job portals, employee referrals, consultants, professional networks, and industry\-specific talent pools.
• Develop effective Boolean searches, keyword combinations, and targeted sourcing strategies.
• Build talent pipelines for difficult\-to\-fill technical and manufacturing positions.
• Identify passive candidates and maintain relationships with experienced professionals.
• Monitor sourcing channel effectiveness and improve the quality and relevance of profiles.

• *4\. Screening \& Candidate Assessment**

• Conduct initial screening calls to evaluate technical exposure, relevant experience, current CTC, expected CTC, notice period, location preference, and willingness to join.
• Assess candidate suitability against mandatory and preferred job requirements.
• Verify employment history, career stability, communication skills, and role expectations.
• Prepare clear screening summaries and recommendations for hiring managers.
• Identify potential mismatches before scheduling technical interviews.

• *5\. Interview \& Offer Management**

• Coordinate technical, HR, managerial, and final\-round interviews.
• Follow up with interviewers for feedback and selection decisions.
• Manage salary discussions, offer approvals, offer releases, and candidate negotiations.
• Track offer acceptance, counteroffers, candidate dropouts, and joining commitments.
• Maintain engagement with selected candidates until they join the organization.

• *6\. Recruitment MIS \& Reporting**

• Maintain accurate recruitment trackers, candidate databases, interview schedules, and offer records.
• Prepare daily, weekly, and monthly recruitment reports.
• Track openings, profiles sourced, screening calls, shortlisted candidates, interviews, selections, offers, rejections, dropouts, and actual joiners.
• Monitor time\-to\-fill, sourcing conversion ratios, offer\-to\-joining ratio, and recruitment cost where applicable.
• Share regular recruitment updates with HR leadership and hiring managers.

• *7\. Recruitment Process Improvement**

• Develop standardized screening checklists and role\-specific assessment criteria.
• Improve recruitment turnaround time and candidate experience.
• Maintain professional candidate communication and confidentiality.
• Coordinate with HR operations for pre\-joining documentation and onboarding handover.
• Recommend improvements to sourcing channels, screening methods, and recruitment workflows.

• *Required Qualifications**

• MBA/PGDM in Human Resources preferred.
• 2–3years of practical recruitment experience, with substantial exposure to manufacturing or engineering hiring.
• Demonstrated ability to close technical and specialized positions.
• Strong understanding of end\-to\-end recruitment, sourcing strategies, Boolean search, and candidate evaluation.
• Proficiency in Excel, recruitment trackers, job portals, and recruitment MIS.

• *Mandatory Skills**

• Strong manufacturing\-sector recruitment experience.
• Technical understanding of engineering and industrial job descriptions.
• High\-volume and niche recruitment capabilities.
• Strong sourcing, screening, negotiation, and closure skills.
• Ability to manage multiple vacancies and changing hiring priorities.
• Excellent communication, stakeholder management, and follow\-up skills.
• Data\-driven approach to recruitment performance and reporting.

• *Preferred Industry Exposure**

• Electronics and SMT manufacturing
• Industrial automation and special\-purpose machinery (SPM)
• Electrical and mechanical engineering
• PLC, HMI, robotics, and machine development
• Production, assembly, quality, and maintenance
• Technical sales, field service, and industrial marketing

• *Key Performance Indicators (KPIs)**

• Achievement of monthly hiring targets.
• Time\-to\-fill and recruitment turnaround time.
• Quality and relevance of shortlisted profiles.
• Interview\-to\-selection conversion ratio.
• Offer acceptance and joining conversion rates.
• Reduction in candidate dropouts and early attrition.
• Accuracy and timeliness of recruitment MIS.
• Hiring manager satisfaction and candidate experience.

Job Description: HR Recruiter Specialist – Manufacturing \& Technical Recruitment

• *Company:** Ecopmin Technologies Pvt. Ltd.
• *Department:** Human Resources
• *Location:** Ambattur Industrial Estate, Chennai
• *Experience:** 2–3 Years
• *Employment Type:** Full\-Time
• *Industry Preference:** Electronics Manufacturing / Industrial Automation / Engineering / Manufacturing

• *Job Summary**

We are looking for a versatile and result\-oriented HR Recruiter Specialist with strong experience in end\-to\-end recruitment, particularly in the manufacturing and engineering sectors. The ideal candidate should be capable of handling multiple vacancies simultaneously, understanding technical job requirements, identifying suitable talent, and closing positions within defined timelines.

The candidate must have hands\-on experience recruiting for manufacturing operations, engineering, automation, sales, service, and leadership positions. Strong sourcing skills, technical resume screening, stakeholder coordination, candidate engagement, and recruitment analytics are essential.

• *Key Responsibilities1\. End\-to\-End Recruitment**

• Manage the complete recruitment lifecycle, from manpower requisition to candidate joining.
• Handle multiple vacancies across technical, non\-technical, operational, and managerial functions.
• Coordinate with hiring managers to understand job requirements, experience criteria, technical competencies, salary budgets, and joining timelines.
• Prepare recruitment plans and prioritize urgent and business\-critical vacancies.
• Maintain regular communication with candidates throughout the selection and offer process.

• *2\. Manufacturing \& Technical Recruitment**

• Recruit for manufacturing, electronics, SMT, industrial automation, engineering, production, assembly, maintenance, and quality functions.
• Handle technical hiring for PLC/HMI Programmers, Electrical and Mechanical Design Engineers, Application Engineers, Service Engineers, Production Supervisors, and Manufacturing Managers.
• Recruit for technical sales, marketing, finance, HR, administration, and senior management positions as required.
• Understand technical job descriptions, essential skills, machinery exposure, industry experience, and role\-specific requirements before sourcing candidates.
• Differentiate between relevant and irrelevant profiles based on actual technical experience rather than keywords alone.

• *3\. Sourcing \& Talent Acquisition**

• Source candidates through Naukri, LinkedIn, Indeed, job portals, employee referrals, consultants, professional networks, and industry\-specific talent pools.
• Develop effective Boolean searches, keyword combinations, and targeted sourcing strategies.
• Build talent pipelines for difficult\-to\-fill technical and manufacturing positions.
• Identify passive candidates and maintain relationships with experienced professionals.
• Monitor sourcing channel effectiveness and improve the quality and relevance of profiles.

• *4\. Screening \& Candidate Assessment**

• Conduct initial screening calls to evaluate technical exposure, relevant experience, current CTC, expected CTC, notice period, location preference, and willingness to join.
• Assess candidate suitability against mandatory and preferred job requirements.
• Verify employment history, career stability, communication skills, and role expectations.
• Prepare clear screening summaries and recommendations for hiring managers.
• Identify potential mismatches before scheduling technical interviews.

• *5\. Interview \& Offer Management**

• Coordinate technical, HR, managerial, and final\-round interviews.
• Follow up with interviewers for feedback and selection decisions.
• Manage salary discussions, offer approvals, offer releases, and candidate negotiations.
• Track offer acceptance, counteroffers, candidate dropouts, and joining commitments.
• Maintain engagement with selected candidates until they join the organization.

• *6\. Recruitment MIS \& Reporting**

• Maintain accurate recruitment trackers, candidate databases, interview schedules, and offer records.
• Prepare daily, weekly, and monthly recruitment reports.
• Track openings, profiles sourced, screening calls, shortlisted candidates, interviews, selections, offers, rejections, dropouts, and actual joiners.
• Monitor time\-to\-fill, sourcing conversion ratios, offer\-to\-joining ratio, and recruitment cost where applicable.
• Share regular recruitment updates with HR leadership and hiring managers.

• *7\. Recruitment Process Improvement**

• Develop standardized screening checklists and role\-specific assessment criteria.
• Improve recruitment turnaround time and candidate experience.
• Maintain professional candidate communication and confidentiality.
• Coordinate with HR operations for pre\-joining documentation and onboarding handover.
• Recommend improvements to sourcing channels, screening methods, and recruitment workflows.

• *Required Qualifications**

• MBA/PGDM in Human Resources.
• Bachelor's degree in any relevant discipline.
• 2–3years of practical recruitment experience, with substantial exposure to manufacturing or engineering hiring.
• Demonstrated ability to close technical and specialized positions.
• Strong understanding of end\-to\-end recruitment, sourcing strategies, Boolean search, and candidate evaluation.
• Proficiency in Excel, recruitment trackers, job portals, and recruitment MIS.

• *Mandatory Skills**

• Strong manufacturing\-sector recruitment experience.
• Technical understanding of engineering and industrial job descriptions.
• High\-volume and niche recruitment capabilities.
• Strong sourcing, screening, negotiation, and closure skills.
• Ability to manage multiple vacancies and changing hiring priorities.
• Excellent communication, stakeholder management, and follow\-up skills.
• Data\-driven approach to recruitment performance and reporting.

• *Preferred Industry Exposure**

• Electronics and SMT manufacturing
• Industrial automation and special\-purpose machinery (SPM)
• Electrical and mechanical engineering
• PLC, HMI, robotics, and machine development
• Production, assembly, quality, and maintenance
• Technical sales, field service, and industrial marketing

• *Key Performance Indicators (KPIs)**

• Achievement of monthly hiring targets.
• Time\-to\-fill and recruitment turnaround time.
• Quality and relevance of shortlisted profiles.
• Interview\-to\-selection conversion ratio.
• Offer acceptance and joining conversion rates.
• Reduction in candidate dropouts and early attrition.
• Accuracy and timeliness of recruitment MIS.
• Hiring manager satisfaction and candidate experience.

• *Ideal Candidate Profile**

The ideal candidate is a proactive recruitment professional who understands how manufacturing organizations operate and can translate technical hiring requirements into effective sourcing and screening strategies. They should be comfortable recruiting for both shop\-floor and corporate roles, managing senior\-level hiring, negotiating offers, and delivering measurable recruitment results.

Pay: ₹25,000\.00 \- ₹30,000\.00 per month

Benefits

• Health insurance
• Internet reimbursement
• Paid sick time
• Paid time off

Work Location: In person