Senior Technical Recruiter

US Technical Recruiter / Bench Sales Recruiter – US StaffingCompany: Hanux Learning Private Limited

Location: Noida Sector 3, Uttar Pradesh

Work Mode: Work From Office

Employment Type: Full-Time

Working Days: Monday to Friday

Shift: US Shift / Night Shift

Department: US Staffing & Career Services

Experience Required: 2–5+ Years

Industry: US Staffing / IT Recruitment / Recruitment & Staffing / Career Services

About Hanux LearningHanux Learning is a professional training, certification, career-development, and staffing-support organization working primarily with professionals targeting opportunities in the United States and other international markets.

As part of our US Staffing and Career Services division, we support qualified professionals with:

• Resume positioning
• Profile marketing
• Job opportunity identification
• Targeted job applications
• Recruiter and vendor outreach
• Interview generation
• Interview preparation
• Career positioning
• Placement support

We are currently looking for an experienced US Technical Recruiter / Bench Sales Recruiter who understands the US staffing ecosystem and can actively market qualified candidate profiles to employers, staffing agencies, implementation partners, recruiters, and vendors across the United States.

Role ObjectiveThe primary responsibility of the US Technical Recruiter / Bench Sales Recruiter will be to help qualified candidates generate relevant employment opportunities in the United States.

The selected candidate will be expected to:

• Understand each candidate's technical background and career objectives
• Identify suitable US job opportunities
• Market candidate profiles to recruiters, staffing companies, vendors, and direct clients
• Submit profiles to relevant requirements
• Conduct targeted job applications
• Build relationships with US recruiters and staffing partners
• Generate interviews
• Coordinate interview schedules
• Maintain consistent follow-up
• Track candidate pipelines
• Support candidates throughout the recruitment process
• Work toward successful job placements

This is a performance-oriented US Staffing role requiring strong knowledge of technical recruitment, candidate marketing, vendor relationships, job portals, and US hiring processes.

Key Responsibilities1. Candidate Profile MarketingActively market qualified IT professionals to suitable employers and staffing partners across the United States.

Responsibilities include:

• Understand the candidate's resume, skills, certifications, experience, location, visa/work authorization, and target roles.
• Identify suitable positions based on the candidate's background.
• Position candidate profiles professionally for relevant opportunities.
• Share candidate resumes with appropriate recruiters, vendors, staffing agencies, implementation partners, and direct clients.
• Conduct targeted outreach through email, LinkedIn, job portals, and professional networks.
• Maintain consistent follow-up with recruiters and vendors.
• Track all submissions and responses.

The focus should be on quality and relevance rather than mass, untargeted submissions.

2. US IT RecruitmentWork on technical positions across the US staffing market.

The recruiter should be comfortable understanding and sourcing opportunities for roles such as:

• Project Manager
• Program Manager
• Scrum Master
• Product Manager
• Business Analyst
• Technical Business Analyst
• Data Analyst
• Data Engineer
• Data Scientist
• Cloud Engineer
• AWS Engineer
• Azure Engineer
• DevOps Engineer
• Site Reliability Engineer
• Cybersecurity Analyst
• Security Engineer
• Network Engineer
• System Administrator
• Software Developer
• Java Developer
• .NET Developer
• Python Developer
• Full Stack Developer
• Salesforce Developer/Admin
• ServiceNow Developer
• SAP Consultant
• Oracle Consultant
• QA Engineer
• Automation Test Engineer
• Database Administrator
• Solution Architect
• Cloud Architect
• Enterprise Architect
• Technical Project Manager
• Technical Program Manager

Candidates should have the ability to understand basic technical requirements and match them with candidate experience.

3. Bench Sales / Candidate MarketingThe selected recruiter should have practical knowledge of Bench Sales and US Staffing Marketing.

Responsibilities include:

• Market available candidate profiles.
• Build and maintain vendor contacts.
• Develop relationships with staffing agencies and implementation partners.
• Share Hot Lists where appropriate.
• Respond to suitable requirements received from vendors.
• Submit candidate profiles against relevant job requirements.
• Maintain submission records.
• Follow up regarding feedback.
• Negotiate and coordinate as required within company guidelines.

Experience in marketing consultants or candidates within the US staffing ecosystem will be strongly preferred.

4. Job Search & Targeted ApplicationsIdentify relevant jobs for each assigned candidate using:

• LinkedIn Jobs
• Indeed
• Dice
• Monster
• CareerBuilder
• ZipRecruiter
• TechFetch
• Company career portals
• Staffing agency websites
• Recruiter networks
• Vendor requirements
• Implementation-partner requirements
• Other relevant US job boards

The recruiter should ensure that applications are:

• Relevant to candidate experience
• Matched to required skills
• Appropriate to work authorization
• Aligned with location preferences
• Aligned with compensation expectations
• Submitted accurately
• Properly tracked

5. Recruiter & Vendor OutreachBuild an active professional network across the US staffing market.

Responsibilities include:

• Contact recruiters directly.
• Connect with technical recruiters through LinkedIn.
• Maintain relationships with staffing companies.
• Build vendor databases.
• Contact implementation partners.
• Identify direct-client opportunities where possible.
• Send professional candidate introductions.
• Conduct follow-up campaigns.
• Maintain recruiter and vendor contact records.

The recruiter should continuously expand the organization's US staffing contact network.

6. Candidate Submission ManagementOwn the complete candidate-submission process.

This includes:

• Reviewing job requirements
• Matching candidates against requirements
• Confirming candidate interest
• Verifying required information
• Submitting resumes
• Recording submission details
• Following up for status
• Tracking recruiter feedback
• Coordinating subsequent steps

Every submission should be documented.

7. Interview GenerationA major KPI for this role will be generating relevant interview opportunities.

The recruiter will be expected to:

• Convert submissions into recruiter conversations.
• Generate screening calls.
• Generate technical interviews.
• Generate client interviews.
• Coordinate interview schedules.
• Ensure candidates receive job descriptions before interviews.
• Share available information about the company and role.
• Coordinate with the candidate-support team for interview preparation.
• Follow up with recruiters after interviews.

8. Candidate Relationship ManagementMaintain regular communication with assigned candidates.

Responsibilities include:

• Understand candidate expectations.
• Provide regular updates.
• Explain current market response.
• Discuss opportunities being pursued.
• Obtain availability for interviews.
• Collect feedback.
• Identify required changes in job-search strategy.
• Maintain candidate engagement throughout the placement process.

Candidates should receive realistic updates rather than unrealistic placement commitments.

9. Resume & Profile Optimization CoordinationReview candidate resumes from a recruiter/marketability perspective.

The recruiter should identify:

• Missing keywords
• Inconsistent job titles
• Poorly presented technical experience
• Skills not clearly reflected
• ATS readability issues
• Role-alignment issues
• Missing certifications
• Unclear project descriptions

The recruiter may coordinate with the resume team to improve presentation.

Important: Resume optimization must remain accurate. Employment history, certifications, experience, employers, skills, or achievements must not be fabricated or misrepresented.

10. LinkedIn Profile SupportProvide input on improving candidates' LinkedIn visibility.

This may include recommendations regarding:

• Professional headline
• About section
• Skills
• Certifications
• Experience descriptions
• Keywords
• Open-to-work preferences
• Target job titles

The recruiter may also use LinkedIn to identify recruiters and relevant opportunities.

11. ATS & Job Requirement AnalysisThe recruiter should be capable of quickly analyzing job descriptions and determining:

• Must-have skills
• Nice-to-have skills
• Years of experience required
• Location requirements
• Work authorization requirements
• Contract type
• Technical environment
• Industry experience
• Certification requirements
• Candidate suitability

The goal is to avoid unnecessary or irrelevant applications.

12. US Staffing TerminologyCandidates should understand common US staffing terminology including:

• W2
• C2C
• 1099
• Full-Time / Permanent
• Contract
• Contract-to-Hire
• Direct Client
• Prime Vendor
• Implementation Partner
• System Integrator
• MSP
• VMS
• Rate Confirmation
• Right to Represent
• RTR
• Submission
• Screening
• Client Interview
• End Client
• Vendor
• Hot List
• Bench Sales
• Pay Rate
• Bill Rate

Knowledge of US work authorization categories and associated recruitment considerations is strongly preferred.

13. Visa / Work Authorization AwarenessThe recruiter should understand the recruitment implications of common US work authorization statuses, such as:

• US Citizen
• Green Card
• H-1B
• H-4 EAD
• L-2 EAD
• OPT
• STEM OPT
• GC EAD
• Other employment-authorized statuses

The recruiter is not expected to provide immigration legal advice but should understand how work authorization affects job eligibility and staffing submissions.

14. US Geography & Time-Zone AwarenessSince the role serves US clients, recruiters should have basic familiarity with:

• EST / EDT
• CST / CDT
• MST / MDT
• PST / PDT

They should also understand major US technology and employment markets such as:

• New York
• New Jersey
• Texas
• California
• Georgia
• Illinois
• Virginia
• Maryland
• North Carolina
• Massachusetts
• Washington
• Arizona
• Florida
• Pennsylvania

15. Recruitment Pipeline ManagementMaintain a clear recruitment pipeline such as:

Candidate Assigned → Profile Reviewed → Marketing Started → Applications → Recruiter Response → Submission → Screening → Interview → Final Interview → Offer → Placement

Every candidate should have measurable activity and documented status.

16. Daily Activity ExpectationsThe recruiter will be expected to maintain consistent daily activity.

Depending on assigned profiles and market conditions, activities may include:

• Targeted job applications
• Candidate submissions
• Recruiter outreach
• Vendor outreach
• LinkedIn connections
• Email marketing
• Follow-ups
• Screening coordination
• Interview scheduling
• Pipeline updates

Performance will be evaluated based on both activity quality and results.

17. Key Performance Indicators – KPIsThe recruiter's performance may be measured on:

• Activity MetricsRelevant jobs identified
• Targeted applications submitted
• Candidate profiles marketed
• Recruiters contacted
• Vendors contacted
• LinkedIn outreach
• Follow-ups completed
• Candidate submissions
• RTRs generated
• Pipeline MetricsRecruiter responses
• Screening calls
• Candidate submissions
• Technical interviews
• Client interviews
• Final interviews
• Offers
• Placements
• Quality MetricsApplication relevance
• Submission-to-interview ratio
• Interview-to-offer ratio
• Candidate satisfaction
• CRM/ATS accuracy
• Recruiter response rate
• Follow-up quality

18. Reporting ResponsibilitiesThe recruiter should maintain detailed daily and weekly reports.

Daily ReportingInclude:

• Candidate name
• Target role
• Applications submitted
• Vendors contacted
• Recruiters contacted
• Profile submissions
• Recruiter responses
• Interviews generated
• Follow-ups pending
• Important updates

Weekly ReportingInclude:

• Total applications
• Total submissions
• Total recruiter responses
• Screening calls generated
• Interviews generated
• Candidate-wise progress
• Offers
• Placements
• Challenges
• Recommended strategy changes

19. CRM / ATS DisciplineAll important activity must be tracked through the company's designated system.

The recruiter must maintain accurate records of:

• Candidate details
• Job opportunities
• Recruiter contacts
• Vendor contacts
• Applications
• Submissions
• Interview dates
• Feedback
• Follow-ups
• Offers
• Placements

Strong documentation discipline is mandatory.

20. Required ExperienceCandidates should ideally have:

• 2–5+ years of US Staffing / US Recruitment experience
• Strong exposure to US IT staffing
• Experience in Bench Sales or candidate marketing
• Experience working with US recruiters and vendors
• Familiarity with technical job requirements
• Experience using US job boards
• Experience generating candidate submissions
• Experience coordinating interviews
• Strong knowledge of recruitment lifecycle
• Understanding of US staffing models
• Experience working during US business hours/night shift

Candidates with demonstrated placement experience will receive preference.

Preferred BackgroundPreference will be given to candidates from:

• US IT Staffing companies
• Recruitment Process Outsourcing organizations
• US Bench Sales teams
• IT Consulting firms
• Staffing agencies
• Recruitment agencies
• Career placement organizations

Required SkillsThe ideal candidate should have strong skills in:

• US Technical Recruitment
• US Staffing
• Bench Sales
• Candidate Marketing
• IT Recruitment
• Vendor Management
• Recruiter Networking
• Job Portal Management
• LinkedIn Recruitment
• Candidate Submission
• Technical Requirement Analysis
• Interview Coordination
• Candidate Management
• Client Communication
• Email Marketing
• Follow-Up Management
• ATS / CRM Management
• Negotiation
• Relationship Building

Communication SkillsBecause this position involves direct interaction with US recruiters, candidates, vendors, and clients, strong communication is mandatory.

Candidates should have:

• Excellent spoken English
• Professional email writing skills
• Confidence speaking with US recruiters
• Strong listening ability
• Clear and concise communication
• Negotiation skills
• Professional telephone etiquette
• Ability to build long-term relationships

Ideal Candidate ProfileWe are looking for a recruiter who:

• Understands how the US staffing market actually operates.
• Has personally marketed candidate profiles.
• Has generated interviews through profile marketing.
• Has worked with US staffing vendors and recruiters.
• Understands technical roles.
• Can independently search for relevant jobs.
• Maintains strong follow-up discipline.
• Can handle multiple candidate profiles simultaneously.
• Understands how to improve submission quality.
• Can build recruiter relationships.
• Is target-oriented.
• Is comfortable working in a night shift.
• Takes ownership of candidate placement outcomes.

Who Should NOT ApplyThis role may not be suitable for candidates who:

• Have experience only in Indian/domestic recruitment.
• Have never worked in US Staffing.
• Have no exposure to technical recruitment.
• Have never marketed candidate profiles.
• Have no experience dealing with US recruiters/vendors.
• Are unfamiliar with W2/C2C/1099 terminology.
• Are uncomfortable working night shifts.
• Have weak English communication.
• Depend entirely on job portals without recruiter networking.
• Are unable to maintain recruitment reports or CRM updates.

First 30 Days – Performance ExpectationsDuring the first month, the recruiter should:

• Understand Hanux Learning's staffing process.
• Learn assigned candidate profiles.
• Understand candidate target roles.
• Review existing resumes.
• Start building recruiter/vendor connections.
• Begin targeted job applications.
• Start candidate profile marketing.
• Maintain accurate reporting.
• Generate recruiter responses and initial screening opportunities.

30–60 Days – Performance ExpectationsThe recruiter should demonstrate:

• Consistent candidate marketing activity
• Increasing recruiter engagement
• Strong submission quality
• Regular screening calls
• Interview generation
• Improved recruiter/vendor network
• Effective candidate follow-up
• Strong pipeline management

60–90 Days – Performance ExpectationsThe recruiter should demonstrate measurable results including:

• Consistent interviews
• Strong submission-to-interview conversion
• Active recruiter/vendor network
• Candidate progression through hiring pipelines
• Offer-generation opportunities
• Successful placements
• Strong candidate satisfaction

Interview Screening QuestionsEvery shortlisted recruiter should be prepared to answer:

1. How many years of US Staffing experience do you have?
2. How many years of Bench Sales experience do you have?
3. Which technical profiles have you marketed?
4. How many consultants/candidates did you manage simultaneously?
5. Which US job portals have you used?
6. Which ATS/CRM platforms have you worked with?
7. What is the difference between W2, C2C, and 1099?
8. What is RTR?
9. What is the difference between a direct client, prime vendor, implementation partner, and end client?
10. How do you generate requirements for a candidate?
11. How do you market a candidate whose profile is receiving very few responses?
12. How many submissions did you typically generate per day/week?
13. How many interviews did you generate per month?
14. How many placements have you personally contributed to?
15. How do you build a US recruiter/vendor database?
16. Which LinkedIn strategies have you used?
17. How do you determine whether a job is suitable for a candidate?
18. Have you handled OPT, H-1B, Green Card, and US Citizen candidates?
19. What US time zones have you worked with?
20. Are you comfortable working from our Noida Sector 3 office during the US night shift?
21. What is your current salary?
22. What is your expected salary?
23. What is your notice period?

Practical Interview AssignmentShortlisted candidates may be provided with a sample IT professional profile and asked to demonstrate:

1. Which 5 job titles they would target
2. Which keywords they would use
3. Which job portals they would search
4. How they would market the candidate
5. A sample recruiter outreach message
6. How they would identify vendors
7. How they would track submissions
8. What they would change if the candidate received no interviews after two weeks

This assessment will help evaluate actual US staffing expertise rather than relying solely on interview answers.

Job DetailsPosition: US Technical Recruiter / Bench Sales Recruiter

Department: US Staffing & Career Services

Location: Noida Sector 3

Work Mode: Work From Office

Shift: US Shift / Night Shift

Working Days: Monday to Friday

Employment Type: Full-Time

Important Compliance RequirementHanux Learning expects all staffing activities to follow ethical and professional recruitment practices.

The selected recruiter must not:

• Fabricate candidate experience
• Create fake employment history
• Add certifications the candidate does not hold
• Misrepresent visa or work-authorization status
• Submit candidates without authorization
• Provide false information to recruiters or clients

The objective is to professionally market genuine candidate experience and create legitimate employment opportunities in the US market.