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Recruiter Job Description

A recruiter job description for in-house or agency recruiters who source, screen and close candidates. It is built around the daily recruitment funnel, from sourcing on job portals to joining follow-ups, with measurable closure targets.

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[Company Logo][Company Name]

JOB DESCRIPTION – RECRUITER

Job Title:: Recruiter
Department:: Human Resources – Talent Acquisition
Reports To:: Talent Acquisition Lead / HR Manager
Location:: [Work Location]
Employment Type:: Full-time, Permanent
Experience:: 1–5 years in recruitment
Job Code:: [Reference Number]

About [Company Name]

[Company Name] is [one-line description of your business, products/services and team size]. Office address: [Company Address].

Job Summary

The Recruiter will manage end-to-end hiring for [Function / Role Types] at [Company Name], building candidate pipelines, screening for fit, coordinating interviews and closing offers within agreed timelines.

Key Responsibilities

Understand job requirements through intake calls with hiring managers
Source candidates through job portals, LinkedIn, referrals and databases
Screen CVs and conduct telephonic screening for skills, notice period and CTC
Schedule and coordinate interviews and share feedback promptly
Maintain the applicant tracking system with accurate status updates
Negotiate CTC and joining dates within approved budgets
Follow up with selected candidates through the notice period to reduce dropouts
Run walk-in drives and campus hiring when required
Share weekly hiring status reports
Build talent pools for recurring roles

Required Skills

Boolean and portal search skills
Telephonic screening and assessment
Offer negotiation
ATS and Excel tracking
Persistent and organised follow-up

Qualifications & Experience

Graduate in any discipline; MBA (HR) preferred
1–5 years of recruitment experience

Preferred Skills (Good to Have)

Experience in [IT / Non-IT / Blue-collar] hiring
Employer branding on social media
Campus hiring exposure

Key Performance Indicators (KPIs)

KPI	Target	Review Frequency
Positions closed	[Number] per month	Monthly
Average time to fill	Within [Number] days	Monthly
Offer-to-joining ratio	[Percentage]%	Monthly
Hiring manager satisfaction	[Score] out of 5	Quarterly

Salary Range

₹[Minimum CTC] – ₹[Maximum CTC] per annum (CTC), depending on experience and skills. Final offer will show the fixed and variable split and approximate in-hand salary.

Benefits

Provident Fund (EPF) and ESI as applicable, gratuity as per law
[Number] days of paid leave plus public holidays as per company policy
[Health insurance / group mediclaim cover]
Closure incentives as per policy

How to Apply

Share your CV with your average monthly closures and the role types you have hired for. Send your application to [HR Email] with the subject line "Application – Recruiter – [Your Name]" or apply through [Application Link]. Last date to apply: [Date].

Prepared by
[HR Name]
Human Resources
Date: [Date]

Approved by
[Reporting Manager]
Human Resources – Talent Acquisition
Date: [Date]

Download Word (.docx) — free

What this template includes

A job summary that explains why the recruiter role exists and where it sits in Human Resources – Talent Acquisition
10 role-specific responsibilities, starting with understand job requirements through intake calls with hiring managers
Required skills such as boolean and portal search skills and telephonic screening and assessment, so screening criteria are clear
Qualifications and experience (1–5 years in recruitment) stated up front to filter applications
A KPI table, e.g. positions closed, that later becomes the appraisal yardstick
Salary range, benefits and how-to-apply sections with placeholders ready to fill

When to use it

Scaling hiring for volume roles such as sales or support
Building an in-house recruitment team instead of using agencies
Hiring recruiters for a staffing or consultancy firm
Setting closure targets for current recruiters

How to customise this template

1Replace [Company Name], [Work Location] and the reporting line (Talent Acquisition Lead / HR Manager) with your actual details
2Trim or reorder the responsibilities so the top three reflect what the recruiter will spend most time on
3Mention whether the recruiter handles IT, non-IT, blue-collar or leadership hiring, and typical monthly volumes
4Fill in the salary range as annual CTC in ₹ and decide whether to show it publicly or only on request
5Set realistic targets in the KPI table with the hiring manager before the role goes live

HR tips

Specify the role mix (tech, sales, blue-collar) since sourcing skills differ greatly
Include offer-to-joining ratio as a KPI, as dropouts are a common hiring problem in India
Post the recruiter role itself on BetterJobs to reach candidates who already know job-portal sourcing

For HR & hiring managers

Experienced and fresher candidates across India — blue, grey and white collar. Post a job in 5 minutes and start receiving applications.

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Frequently asked questions

What does a recruiter do?+

A recruiter understands hiring needs, sources candidates through portals, referrals and social media, screens them, schedules interviews, negotiates offers and follows up until joining.

What are the KPIs for a recruiter?+

Common KPIs are positions closed, time to fill, offer-to-joining ratio, quality of hire and hiring manager satisfaction.

Do recruiters need a degree in HR?+

Not always. Many good recruiters are graduates from any stream with strong communication and sourcing skills; an HR degree helps for in-house roles.

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