HR Recruiter jobs in Delhi at CryptoMize are open on a rolling, always-hiring basis — an agency that hires continuously needs recruiters who treat hiring itself as a craft. This is a full-time, permanent position with immediate joining, based at our New Delhi HQ, inside the sourcing engine of the people function. An HR Recruiter here owns the front of the pipeline: designing and updating job descriptions, sourcing potential candidates from the online channels where each discipline actually lives, and carrying them through interviews, assessments, and offers. The disciplines are unusually wide — from translators and analysts to security researchers and field operatives. Below is the complete job description — the sourcing responsibilities, the requirements, the seniority path, and the selection process.
LOCATION New Delhi (HQ)
EMPLOYMENT Full-time · Permanent
AVAILABILITY Immediate · Rolling intake
COMPENSATION Discussed at screening
TRACKS ON THIS DESK9
CRAFT SKILLS NAMED11
TOOLS & SYSTEMS4
PATH STAGES4
01
01The actual work
What will you actually do as a HR Recruiter at CryptoMize?
01
Source potential candidates from the channels each discipline lives on — professional platforms, code hosters, portfolios, and social media, from Stack Overflow to Behance
02
Design and update job descriptions that tell the truth about the role — the sourcing document that decides who applies at all
03
Craft recruiting emails that attract passive candidates — the people not looking are the ones the agency often needs most
04
Interview candidates across phone, video, and in-person formats, and keep every one of them moving without going dark
05
Prepare and distribute assignments — numerical, language, and logical reasoning tests matched to the discipline being hired
06
Advertise openings on the company’s careers page, social media, job boards, and internally, and keep every listing current
07
Provide shortlists of qualified candidates to hiring managers — curated, ranked, and honest about trade-offs
08
Send job offer emails and answer queries about compensation and benefits — the final stretch where candidates are won or lost
09
Monitor the HR metrics that expose pipeline health: time-to-fill, time-to-hire, and source of hire
10
Participate in job fairs and host in-house recruitment events — the offline channel done properly
ROLE RESPONSIBILITIES
As an HR Recruiter at CryptoMize you will own the sourcing-to-offer stretch of every pipeline you touch: updating job ads, sourcing candidates from online channels, conducting background checks where the role demands them, interviewing across formats, and carrying qualified candidates to hiring managers as honest, ranked shortlists. The breadth is unusual — translators, analysts, developers, security researchers, and field operatives each live on different channels and each need a different pitch.
Metrics ownership is a standing duty: time-to-fill, time-to-hire, and source of hire are monitored per pipeline, and the channels that produce keep their budget while the ones that do not get fixed or cut. Recruiters here run sourcing like an operation, because it is one.
The seat also carries the candidate-experience mandate: every applicant — hired or not — leaves with the agency’s professionalism intact, because at an intelligence agency the recruitment pipeline is also the first impression hundreds of professionals ever get of CryptoMize. Recruiters who protect that are the ones promoted first.
02
02Capability profile
What skills and tools does a HR Recruiter need?
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Craft skills11 Tools & systems4 Offer standards4
Proven work experience as an HR Recruiter or similar roleMulti-channel sourcing — professional platforms, code hosters, portfolios, and social mediaJob description design that attracts the right and deters the wrongRecruiting outreach that works on passive candidatesInterviewing across phone, video, and in-person formatsAssessment design — numerical, language, and logical reasoning testsShortlist curation with honest trade-off framing for hiring managersOffer management and objection handling on compensation queriesHR metrics literacy — time-to-fill, time-to-hire, source of hireEvent sourcing — job fairs and in-house recruitment eventsConfidentiality with candidate data (non-negotiable)
LinkedIn RecruiterApplicant tracking systems (Greenhouse-class)Boolean sourcing across Stack Overflow, Behance, and GitHubGoogle Workspace for pipeline reporting
Depth of demonstrated skill in the specific role disciplineClassification and scope of the client engagement the role supportsUrgency and time-sensitivity of active project requirementsTrack record built across CryptoMize engagements
Also known as: talent acquisition jobs · recruiter vacancy · human resource recruiter openings · technical recruiter jobs
03
03Seniority ladder
HR Recruiter — seniority path at CryptoMize
Recruiters advance by the quality of the people the agency keeps, not the volume processed. The ladder below is how the sourcing engine is actually organized.
HR Recruiter
Owns the front of the pipeline — sourcing, screening, assessment, and the candidate experience through to offer.
1/4
Senior Recruiter
Carries the hard searches — senior and niche disciplines — and mentors recruiters on sourcing craft.
2/4
Talent Acquisition Lead
Runs the sourcing engine: channel strategy, metrics ownership, and the hiring-manager relationship layer.
3/4
Head of Talent
Owns talent strategy for the whole agency — employer brand, pipeline architecture, and the function itself.
4/4
04
04The engagement surface
CryptoMize work a HR Recruiter touches
Every role plugs into live engagements across the five Penta-P domains — these are the services your work feeds.
HR Recruiter · Job Opening
This seat plugs into 7 live CryptoMize services across the five Penta-P domains — the work below is where yours lands.
7 SERVICESPENTA-P
Outreach
Consultancy
Education Optimization
Media Monitoring
Big Data Mining
Predictive Intelligence
Governance Support
WHAT DOES HR RECRUITER COMPENSATION DEPEND ON?
Compensation is discussed during screening — never a fixed public figure, because it varies per person and per engagement. It depends on:
# OFFER CONSTRUCTION FACTOR
01 Depth of demonstrated skill in the specific role discipline
02 Classification and scope of the client engagement the role supports
03 Urgency and time-sensitivity of active project requirements
04 Track record built across CryptoMize engagements
