Technical Recruiter

We are looking for an experienced and proactive Technical & Product Recruiter to support hiring across Logistiq's Technology and Product organization. The role requires more than sourcing candidates. You will work closely with Engineering Managers, Product Managers, Architects and senior technology leaders to understand role requirements, identify the right talent, conduct effective initial assessments and build strong candidate pipelines. The ideal candidate should have a good understanding of technology and product roles, be hands-on with sourcing, and be able to distinguish between different technical skill sets, career levels and role requirements. Key Responsibilities Technical & Product Hiring • Partner with hiring managers to understand business needs, role requirements, technical skills, seniority and candidate profile. • Own end-to-end recruitment for Engineering and Product positions across multiple levels. • Translate technical and product requirements into effective sourcing and screening strategies. • Conduct initial candidate screening covering technical experience, problem-solving exposure, role fit, career progression, communication and motivation. • Build strong pipelines for both active and passive candidates, particularly for hard-to-hire technology roles. • Support hiring across Software Engineering, Product, Data, AI/ML, Cloud, DevOps, QA and Architecture. Sourcing & Talent Intelligence • Develop sourcing strategies using LinkedIn Recruiter, Naukri Gulf, referrals, job portals and other channels. • Use advanced Boolean and targeted search techniques to identify relevant candidates. • Proactively map talent pools and build pipelines for critical and recurring technology positions. • Maintain awareness of technology talent availability, market trends, compensation benchmarks and competitor hiring in the GCC and relevant talent markets. • Continuously improve sourcing effectiveness based on hiring data and conversion rates. Candidate Assessment & Hiring Quality • Conduct structured first-level screening and ensure candidates meet the essential technical and product requirements before progressing. • Understand technology terminology, architectures, development methodologies and common technology skill sets sufficiently to assess candidate relevance. • Identify gaps, career inconsistencies, frequent job changes and other potential hiring risks. • Partner with technical interviewers to improve candidate quality and interview-to-selection conversion. • Maintain a high bar for candidate quality while ensuring a positive candidate experience. Stakeholder & Hiring Manager Partnership • Work closely with hiring managers and senior technology/product leaders throughout the recruitment lifecycle. • Provide regular updates on pipeline, market availability, candidate quality, hiring challenges and time-to-fill. • Challenge unclear or unrealistic hiring requirements and help managers define the must-have vs. good-to-have skills. • Recommend alternative sourcing strategies when the required talent is difficult to find. • Build strong relationships with hiring managers and operate as a talent partner rather than a recruitment coordinator. Recruitment Execution • Manage interview scheduling and candidate communication across the recruitment process. • Coordinate feedback and ensure timely movement of candidates through interview stages. • Manage offer discussions, negotiations and candidate closures. • Drive offer acceptance and minimize candidate drop-offs. • Maintain accurate recruitment data, candidate records and ATS/trackers. • Support onboarding and ensure smooth transition from offer acceptance to joining. Hiring Areas • The recruiter will support hiring across areas including: • Software Development Engineering • Full Stack Development • Frontend Development • DevOps / SRE / Cloud/Security • Data Engineering / Data Science • AI/ML / Generative AI • QA / Automation Testing • Product Manager/Analysts • Technical Architect Key Success Measures • Quality of hire and hiring-manager satisfaction • Time-to-fill for technology and product positions • Candidate pipeline quality and interview-to-selection conversion • Offer-to-joining conversion • Percentage of positions filled through proactive sourcing • Reduction in dependency on external recruitment agencies • Strong talent pipeline for critical and recurring roles • Positive candidate experience Requirements • Bachelor's degree in HR, Business Administration or a related field. • 3–5 years of experience in Technical Recruitment / IT Recruitment, preferably within a technology, product or digital organization. • Strong understanding of software engineering, cloud, DevOps, data/AI, QA and product roles. • Hands-on experience with LinkedIn Recruiter and Naukri Gulf. • Strong sourcing, Boolean search and talent-mapping skills. • Experience hiring across multiple technical levels and functions. • Ability to independently manage multiple positions simultaneously. • Strong candidate assessment and stakeholder management skills. • Excellent communication, negotiation and candidate relationship-management skills. • Ability to work in a fast-paced, target-driven environment. 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Bachelor's degree in HR, Business Administration or a related field. 3–5 years of experience in Technical Recruitment / IT Recruitment, preferably within a technology, product or digital organization. Strong understanding of software engineering, cloud, DevOps, data/AI, QA and product roles. Hands-on experience with LinkedIn Recruiter and Naukri Gulf. Strong sourcing, Boolean search and talent-mapping skills. Experience hiring across multiple technical levels and functions. Ability to independently manage multiple positions simultaneously. Strong candidate assessment and stakeholder management skills. Excellent communication, negotiation and candidate relationship-management skills. Ability to work in a fast-paced, target-driven environment.

Partner with hiring managers to understand business needs, role requirements, technical skills, seniority and candidate profile. Own end-to-end recruitment for Engineering and Product positions across multiple levels. Translate technical and product requirements into effective sourcing and screening strategies. Conduct initial candidate screening covering technical experience, problem-solving exposure, role fit, career progression, communication and motivation. Build strong pipelines for both active and passive candidates, particularly for hard-to-hire technology roles. Support hiring across Software Engineering, Product, Data, AI/ML, Cloud, DevOps, QA and Architecture. Develop sourcing strategies using LinkedIn Recruiter, Naukri Gulf, referrals, job portals and other channels. Use advanced Boolean and targeted search techniques to identify relevant candidates. Proactively map talent pools and build pipelines for critical and recurring technology positions. Maintain awareness of technology talent availability, market trends, compensation benchmarks and competitor hiring in the GCC and relevant talent markets. Continuously improve sourcing effectiveness based on hiring data and conversion rates. Conduct structured first-level screening and ensure candidates meet the essential technical and product requirements before progressing. Understand technology terminology, architectures, development methodologies and common technology skill sets sufficiently to assess candidate relevance. Identify gaps, career inconsistencies, frequent job changes and other potential hiring risks. Partner with technical interviewers to improve candidate quality and interview-to-selection conversion. Maintain a high bar for candidate quality while ensuring a positive candidate experience. Work closely with hiring managers and senior technology/product leaders throughout the recruitment lifecycle. Provide regular updates on pipeline, market availability, candidate quality, hiring challenges and time-to-fill. Challenge unclear or unrealistic hiring requirements and help managers define the must-have vs. good-to-have skills. Recommend alternative sourcing strategies when the required talent is difficult to find. Build strong relationships with hiring managers and operate as a talent partner rather than a recruitment coordinator. Manage interview scheduling and candidate communication across the recruitment process. Coordinate feedback and ensure timely movement of candidates through interview stages. Manage offer discussions, negotiations and candidate closures. Drive offer acceptance and minimize candidate drop-offs. Maintain accurate recruitment data, candidate records and ATS/trackers. Support onboarding and ensure smooth transition from offer acceptance to joining.