 Job Posting & Sourcing: o Collaborate with hiring managers to understand job requirements and create detailed job descriptions for non-IT positions. o Post job openings on various job boards, company website, social media platforms, and relevant industry networks. o Source candidates through multiple channels, including job portals, internal referrals, LinkedIn, social media, and networking events.  Screening & Shortlisting: o Review resumes and applications to identify potential candidates based on skills, experience, and cultural fit. o Conduct initial phone screenings and interviews to assess qualifications, interests, and availability. o Shortlist candidates for further rounds of interviews with hiring managers.  Interviewing & Coordination: o Coordinate and schedule interviews with candidates and hiring managers. o Participate in or facilitate interviews to evaluate candidates’ technical skills, behavioral traits, and overall fit for the role. o Provide feedback to both candidates and hiring managers in a timely manner.  Candidate Engagement & Communication: o Maintain clear and open communication with candidates throughout the recruitment process, providing updates on the status of their applications. o Ensure a positive candidate experience, regardless of outcome, to build the company’s employer brand.  Offer Management & Onboarding Support: o Coordinate job offers, negotiate terms, and ensure successful closure with candidates. o Assist with the onboarding process, ensuring new hires have the necessary resources and documentation for a smooth transition.  Market Research & Reporting: o Stay updated on industry trends and salary benchmarks to ensure competitive compensation offers. o Provide regular reports on recruitment metrics, such as time-to-fill, candidate quality, and cost-per-hire.  Database Management: o Maintain an organized database of potential candidates for future job openings. o Track and manage candidate records, interview feedback, and recruitment status using applicant tracking systems (ATS).  Stakeholder Management: o Build and maintain strong relationships with hiring managers to ensure alignment on job requirements and candidate expectations. o Provide guidance to hiring managers on interview techniques, candidate selection, and market conditions. Qualifications:  Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.  Proven experience (1-3 years) as an HR Recruiter, Talent Acquisition Specialist, or similar role, specifically focusing on non-IT recruitment.  Strong knowledge of recruitment strategies, sourcing techniques, and selection methods.  Familiarity with job boards, social media, and professional networking platforms for talent sourcing.  Excellent communication and interpersonal skills, with the ability to interact with individuals at all levels of the organization.  Strong organizational skills and attention to detail.  Ability to work in a fast-paced, dynamic environment and handle multiple recruitment processes simultaneously.