"Team is the Tech we build at CynLr"

Alignment of a resource begins before they join and not after. They absorb the organization from the lens of their first instance of interface with us. Everything that follows is a course correction from that first impression, steering them to buy into the org's vision and the role.

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Your primary contribution will be to act as the face of the organization to the candidate at every stage of their journey and do the heavy lifting on the communication roadblocks in carrying the organization's & founder's impression to the employee in an 'impressionable' & insightful manner.

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1.a  Applicant Stage :

• Their first interface is the JD in LinkedIn or other digital space. Formatting the JD to the specifics of each platform - LinkedIn, Website, Glassdoor,  etc to maximize the Job’s attractiveness and discoverability.

• Researching the right demography, skill combinations, and identify their most active time on the Job Platform and Publish the job accordingly.  

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1.b The curious case of Freshers Campus Recruitment…  

• Campus recruitment is more coordination intensive and a challenge of effective mass communication. We go to campus only when the resource is non-existent in the market. This becomes a needle in the Haystack problem. Volume is not the indicator of success. Reaching that one right candidate is.  

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2. Candidate Stage: [Same between off-campus and On-campus]

• Sending out mails for Online test / Interview and preparation for the same.

• Send the candidate mail with test link and planning the availability of support team.  

• Maintain records and reports all related to tests.

• Participate in the design of the Filtering criteria based of the Test performance data available.

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3. Selected Candidate Stage :

• Call / email confirmation from candidate.

• Plan the availability and Co-ordination throughout the interview with relevant stakeholders.

• Maintain the records of the “Performance Sheet” of the interviewees.

• Sending follow up emails to all candidates who attended the interview.

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4. Onboarding Stage:  

• Log the new joining employee details in the system and generate Employee ID. Coordination with the IT Department for issuing the necessary assets.

• Collect all the necessary doc. From the employee.

• Administering internal and statutory induction training (including POSH).

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Job Requirements

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1 . Domain & Tool Knowledge:

• Business Operations Understanding

• Communication Fundamentals

• HR Operations

• Employer Branding

• Handling Negotiations

• Familiarity with major job portals - LinkedIn, Naukri etc and Applicant Tracking System Tools.

• Familiarity with payroll software.

• Strong hold on MS Office tools.

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2 . Skills:

• Excellent with organization, documentation, and interfacing with external entities.

• Excellent professional communication skills and negotiation skills.

• Understanding of human psychology and skilled in managing personnel expectations.

• Organizational thinking

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3 . Behavioural Tendency:  

• Critical Thinking, Available, Responsible, Versatile, Resourceful, Thorough & Attention to Details.

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How will your Career Progress ?

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We envision this role to be the genesis of what would eventually be a foundational pillar for Human Resources Management.

Needless to say, the exciting yet demanding part of a start-up - every passing day, the Company grows and the needs change, expansively.

In this context, the role will open doors into specific functional areas within Human Resource Management.