Senior Technical Recruiter
On-site
5+ years experience
Senior Technical Recruiter **Location:** Karachi, Pakistan — Preferred **Working Days:** Sunday to Thursday **Working Hours:** Aligned with Saudi Arabia business hours **Employment Type:** Full-Time ## Role Overview We are looking for a **Senior Technical Recruiter** who can quickly identify, screen, and shortlist strong technical resources for software and technology roles. This role requires someone who understands technology well enough to conduct effective first-level technical screening, challenge inflated CVs, assess relevant project experience, and ensure only suitable candidates are presented to technical leadership. The objective is to **reduce engineering time spent on unsuitable candidates and build a reliable pipeline of strong technical resources quickly.** ## Key Responsibilities - Manage end-to-end recruitment for technical and engineering positions. - Source candidates through LinkedIn, job portals, referrals, GitHub, professional networks, and other relevant channels. - Conduct initial technical and competency-based interviews. - Validate actual hands-on experience against technologies mentioned on CVs. - Assess candidate seniority, project complexity, individual contribution, communication, and ownership. - Identify inflated experience, weak technical exposure, or mismatches before technical interviews. - Understand hiring requirements directly from technical and business teams. - Translate job requirements into clear screening and shortlisting criteria. - Maintain pipelines for frequently hired technical positions. - Coordinate interviews, feedback, offers, and candidate follow-ups. - Maintain backup candidates for critical and urgent positions. - Track recruitment status and provide regular hiring updates. - Build a talent database for future hiring requirements. - Continuously improve screening based on feedback from technical interviewers. - Support urgent resource requirements and staff augmentation needs. - Ensure candidates understand the role, compensation, working hours, project expectations, and employment arrangement before progressing. ## Roles to Recruit The recruiter should have experience hiring positions such as: - Frontend Developers - Backend Developers - Full Stack Developers - Mobile Developers - DevOps Engineers - Cloud Engineers - QA / Automation Engineers - Data Engineers - Data Analysts - AI / ML Engineers - Database Administrators - Solution Architects - Technical Leads - Engineering Managers - Technical Product Managers - Other specialized technology resources ## Technical Screening Expectations The recruiter should be comfortable discussing and assessing candidates across areas such as: - Software development experience - Frontend and backend technologies - APIs and integrations - Databases - Cloud platforms - DevOps and CI/CD - Software architecture concepts - Git and version control - Agile development environments - Production systems - Project ownership - Troubleshooting and problem solving The recruiter is not expected to replace a senior engineer conducting an in-depth technical interview but should be capable of eliminating clearly unsuitable candidates before they reach that stage. ## Required Technical Understanding Working knowledge of common technologies, including: **Frontend:** React, Angular, Vue.js, JavaScript, TypeScript **Backend:** Node.js, .NET, Java, Python, PHP **Mobile:** Flutter, React Native, Swift, Kotlin **Databases:** PostgreSQL, MySQL, SQL Server, MongoDB, Redis **Cloud:** AWS, Azure, GCP **DevOps:** Docker, Kubernetes, CI/CD, GitHub Actions, Jenkins **Architecture:** REST APIs, integrations, microservices, authentication, and basic system architecture **Data & AI:** Python, SQL, data engineering, machine learning, and AI development concepts ## Candidate Shortlisting Each shortlisted candidate should include a clear recruiter assessment covering: - Total experience - Relevant experience - Current role - Core technology stack - Relevant project experience - Current compensation - Expected compensation - Notice period / availability - Location - Communication assessment - Technical screening observations - Key strengths - Potential concerns ## Required Experience - 5+ years of recruitment experience, preferably focused on technology hiring. - Strong experience recruiting software engineers and technical professionals. - Experience conducting first-level technical screening. - Strong understanding of software development roles and technology stacks. - Experience hiring mid-level, senior, lead, and specialist technical resources. - Strong LinkedIn sourcing and Boolean search skills. - Ability to independently assess CV quality and candidate relevance. - Experience working with ATS or structured recruitment pipelines. - Strong communication, negotiation, and follow-up skills. - Ability to work under tight hiring timelines. - Experience supporting multiple simultaneous technical requirements. ## Preferred Experience Preference will be given to candidates who: - Are based in **Karachi**. - Have worked with software houses, SaaS companies, technology consultancies, or staff augmentation businesses. - Have recruited technical resources for **Saudi Arabia or GCC-based clients**. - Understand Saudi business working days and professional expectations. - Have recruited for remote or international engineering teams. - Have experience working directly with CTOs, Engineering Managers, Product Managers, or technical leadership. - Have experience recruiting resources for healthcare technology or enterprise software environments. ## Working Schedule The role will primarily follow the **Saudi Arabia working week: Sunday to Thursday**. The recruiter should be available during Saudi business hours for coordination with management, technical teams, and stakeholders. ## Key Performance Indicators Performance will be measured through: - Time to first qualified candidate - Time to shortlist - Time to hire - Quality of shortlisted candidates - Technical interview pass rate - Interview-to-offer conversion - Offer acceptance rate - Candidate joining rate - 30/60/90-day retention - Number of candidates rejected for issues that should have been identified during recruiter screening - Ability to maintain an active pipeline of qualified technical resources ## Ideal Candidate The ideal candidate should be: - Fast and responsive - Technically curious - Strong at screening candidates - Structured and detail-oriented - Comfortable challenging candidate claims - Strong at sourcing difficult technical profiles - Persistent with follow-ups - Able to work independently - Accountable for hiring outcomes - Capable of operating in a fast-paced technology environment