Role & responsibilities Hiring Delivery Own the end-to-end recruitment lifecycle for Tech, Product, Leadership and select Non-Tech roles from intake and sourcing to screening, interviews, offer negotiation, closure and onboarding handover. Hire across levels in Tech and Product , including: SDE IIII Staff / Principal Engineers Engineering Managers Data / ML Engineers Data Scientists QA / SDET DevOps / SRE Product Managers Product Designers / UX Analytics roles Drive hiring for Leadership and Senior Management roles , including Directors, Heads of Function, VPs and other L-level leaders across Technology, Product and Business functions. Support hiring for select Non-Tech functions such as Marketing, Finance, Supply Chain & Operations, HR, Category / Merchandising and other corporate functions, based on business requirements. Consistently meet and exceed TAT, offer-to-join and quality-of-hire targets . Sourcing & Talent Intelligence Build proactive talent pipelines through LinkedIn Recruiter, GitHub, job boards, communities, referrals and direct outreach , rather than relying primarily on inbound applications. Conduct talent mapping for critical and niche roles such as Computer Vision, ML, Consumer Electronics, Smart Wearables Product Managers and Senior Leadership positions. Develop and maintain target-company lists for strategic and niche hiring. Track talent-market trends, compensation benchmarks and competitor movements across Tech and Non-Tech functions. Business Partnership Conduct structured intake sessions with hiring managers to define role scorecards, must-haves, competencies and interview plans. Drive regular pipeline reviews and provide data-backed recommendations on talent availability, feasibility, compensation and sourcing strategy. Partner with senior stakeholders on leadership hiring , including confidential mandates and collaboration with executive search firms. Coach interviewers on structured, competency-based interviewing and ensure timely, quality feedback. Candidate Experience & Employer Brand Deliver a fast, transparent and respectful candidate experience throughout the hiring journey. Effectively position and sell the Lenskart story , including the scale of problems we solve, career opportunities and growth potential. Contribute to employer branding initiatives including hackathons, campus engagements, community events, engineering blogs and employee referral drives.