How to become Technical Recruiter

How to become Technical Recruiter

How to become Technical Recruiter
Meena Tamang

A Technical Recruiter is a Recruiter who specializes in identifying applicants to fill technical roles, such as those in engineering and information technology. This employment falls under the category of Human Resource Specialist. A particular type of recruiter is the technical recruiter. 

A technical recruiter's duties include interviewing, vetting, and recommending potential personnel for positions. These vacancies range from seasoned technical classes to entry-level ones. A technical recruiter collaborates closely with hiring organizations or businesses. Read the article to learn more about becoming a Technical Recruiter.

What is Technical Recruiter?

A technical recruiter is a human resources specialist who helps fill technical roles inside an organization with the right people. 

A technical recruiter will evaluate the technical knowledge of prospective candidates during the interview process. Once employed, they will ensure all paperwork and other requirements are properly completed.

What are the role and responsibilities of the Technical Recruiter?

  • Evaluates job descriptions for openings and collaborate with recruiting managers to understand the needs and roles that need to be filled.
  • Helps create and adjust job descriptions and specifications for specific occupations.
  • Determines the best strategies for luring in and attracting candidates.
  • Creates job postings; publishes and places advertising in the best print and digital publications for open opportunities.
  • Chooses one or more employment agencies to help with the hiring process.
  • Identifies suitable individuals and evaluates their qualifications after reviewing their resumes, during interviews, and in other exchanges.
  • Enables hiring managers to contact qualified candidates.
  • Keeps in touch with candidates to know how their applications are progressing.
  • Examines the credentials of potential hires.
  • Gives recruiting manager guidance on salary discussions with chosen candidates.
  • Creates and maintains a presence in the technical/industry community and marketplace, facilitating relationships.
  • Attends industry conferences and job fairs and manages the firm display there.
  • Does further relevant tasks as required.

How to Become a Technical Recruiter? Qualifications

Utilization of technology: IT knowledge is essential for recruiters today. That entails combining your recruitment expertise with the capacity to utilize hiring technology like HRIS, ATS, and performance management tools. Your ability to use these platforms will increase as your tech skills improve.

 Management of time

An excessive workload accounts for 46% of the stress experienced by workers in the US. Recruiting may be daunting for a recruiter without solid time management skills because it entails balancing many different people and processes. Skilled recruiters must be able to prioritize their responsibilities and candidates, operate well under pressure from impromptu deadlines, and systematize their work.

Strong listening abilities

Being curious and listening go hand in hand. More than any other strategy, listening intently to your applicants, hiring managers, and coworkers will provide you with helpful information. You can learn what your coworkers and applicants want by paying close attention to what they say. Then, you may utilize this knowledge to develop your hiring and negotiating strategy. You will learn more important facts to help you make decisions as you listen more.

Powerful communication abilities

Recruiters must have the ability to communicate effectively across a range of media. Craft compelling job and social media posts and communicate effectively with applicants and hiring managers via phone, email, and person. The hiring process serves as the company's representative to applicants, the hiring manager's point of contact, and a mediator between the parties.


Networking and connecting with many different people are essential components of recruitment. Speak confidently to prospects, hiring managers, coworkers, and subject matter experts from numerous industries. As a result, recruiters must have some level of self-assurance in their communication skills. When it comes to hiring for positions or industries you are unfamiliar with, confidence is a vital recruitment ability. Recruiters must have faith in their skills and experience and be able to defend their selection process if necessary to choose the best candidate for the job.

Other Skills

  • Excellent communication skills both in writing and speaking.
  • Outstanding interpersonal abilities.
  • Extensive knowledge of technology, technical positions, and technical abilities.
  • Knowledge of best practices, related policies, and local, state, and federal employment rules and regulations.
  • Familiar with Microsoft Office Suite or similar software.

Steps to Becoming a Successful Technical Recruiter.

Academic Requirements

  • Candidates must be 10+2 graduates.
  • A human resource management and art training.
  • A one-year certificate program in human resource management is called a diploma.
  • Knowledge of human resources
  • Utilizing various platforms, including social media, internal databases, employment sites, etc.

Acquire more knowledge after high school.

A Bachelor's Degree in Business or a closely related discipline is typically required to start your Technical Recruiter career path to stay a competitive alternative for companies. Moreover, The MBA in Human Resource Management is a professional two-year degree program created to address the constantly expanding demand in the corporate sector and give students a wide range of employment opportunities. A one-year certificate program called the Diploma in Human Resource Management teaches the principles of human resources and management. Focus on developing industry-specific skills during your studies to be prepared for applying for entry-level jobs and starting your career. Before entering the profession, you might need a Technical Recruiter internship to get your bachelor's degree and gain the necessary on-the-job skills.

Experience (work and related fields)

Requires a bachelor's degree in technical or human resources and at least three years of relevant recruiting experience; prior work in specialized areas is a plus. Preferably SHRM-CP or SHRM-SCP. Talent Acquisition Specialty Certification from SHRM. Today, many technical recruiters have backgrounds in Sociology or even Psychology. If you don't have a technical degree, that's all right.

Training (job or related fields)

Unquestionably, a top-notch recruiter training program expedites onboarding, fills in any development gaps, and raises employee productivity and engagement—all of which are crucial for the long-term operation of a fruitful recruiting agency. Implementing a continuous learning or training system is a great retention strategy for recruiters as it helps them stay current with the latest advancements and industry standards and permits them to review their skills and knowledge periodically.

As a result, your agency operates significantly more effectively and efficiently. Offering ongoing training will inevitably raise your recruiters' standards, directly enhancing their capacity to locate and choose outstanding prospects.


A technical recruiter oversees finding and hiring IT specialists to fill technical vacancies. A technical recruiter's duties include locating and filling job openings, conducting interviews, and maintaining application data. There are various actual career possibilities.

Employment areas

  • Bank
  • IT company
  • Investment bank
  • Insurance company
  • Cooperative firm
  • Technical company
  • NGO
  • INGO
  • food companies 

Job titles

  • Technical executive recruiter
  • Technologist in hiring
  • Recruitment for IT,
  • Senior technical

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Salary of Technical Recruiter

Let us see the average annual salary of a Technical Recruiter in some popular countries.


Annual Average Salary of Technical Recruiter


$79,963 (AUD)/yr


$ 1.651.431 (ARS)/yr


45.318 € (EUR)/yr


R$94.957 (BRL)/yr


$69,987 (CAD)/yr


¥189,009 (CNY)/yr

Costa Rica

₡13 656 968 (CRC)/yr


368.108 kr. (DKK)/yr


132,353 ج.م.‏ (EGP)/yr


44 714 € (EUR)/yr


40 242 € (EUR)/yr


48.212 € (EUR)/yr

Hong Kong SAR

HK$395,916 (HKD)/yr


₹8,88,160 (INR)/yr


36.374 € (EUR)/yr


¥5,820,022 (JPY)/yr


RM81,123 (MYR)/yr


$320,350 (MXN)/yr


€ 43.461 (EUR)/yr

New Zealand

$74,263 (NZD)/yr


91 045 zł (PLN)/yr


27 259 € (EUR)/yr

Russian Federation

880 307 ₽ (RUB)/yr


CHF 67'195 (CHF)/yr


34.645 € (EUR)/yr


฿558,431 (THB)/yr


£35,357 (GBP)/yr


360 163 ₴ (UAH)/yr

United Arab Emirates

175,137 د.إ.‏ (AED)/yr

United States

$67,040 (USD)/yr


309.082.369 ₫ (VND)/yr

Training Course for Technical Recruiter.

Let us talk about some degrees to become a successful Technical Recruiter.





Diploma in Business Administration

Diploma in Business Management

Diploma in Entrepreneurship

Diploma in Marketing

Diploma in Finance

Diploma in Management Studies


Bachelor of Business Administration [BBA]

Bachelor of Business Management [BBM]

Bachelor of Business Administration [BBA] (Marketing)

Bachelor of Business Administration [BBA] (Finance)

Bachelor of Management Studies [BMS]

Bachelor of Business Administration [BBA]

Bachelor of Business Administration [BBA] (Marketing)

Bachelor of Pharmacy [B.Pharma]

Bachelor of Commerce [B.Com] {Hons.}

Bachelor of Business Administration [BBA] (Entrepreneurship)


Master of Business Administration [MBA]

Master of Business Administration [MBA] (Finance)

Master of Business Administration [MBA] (Marketing)

Master of Business Administration [MBA] (Information Technology)

Master of Business Administration [MBA] (International Business)

Master of Arts [MA] (English)

Master of Business Administration [MBA] (Digital Marketing)

Master of Business Administration [MBA] (Entrepreneurship)


Ph.D. (Computer Science),

Ph.D. (Entrepreneurship)

Ph.D. (Digital Marketing)

Ph.D. (International Business)

Ph.D. (Information Technology)

Ph.D. (Marketing)

Ph.D. (Finance)

Pros and Cons of Becoming Technical Recruiter

Advantages of becoming Technical Recruiter.

  • Can make decent money
  • Can work indoors
  • Work with Maney different people
  • Work for many different companies
  • Can build a strong business network as a recruiter
  • Can start own recruiting business
  • Don’t need to work many extra hours
  • Not stressful work 

Disadvantages of becoming Technical Recruiter.

  • Salary is based on ability.
  • Candidates might be challenging.
  • Building a successful recruiting firm is challenging.
  • Over time, income will significantly fluctuate.
  • Job insecurity
  • not be required in the future
  • Must make numerous chilly approaches
  • We'll squander time
  • May eventually get weary of recruiting

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How to Become a Technical Recruiter. FAQs

Is technical recruiting a good career path?

Is becoming a technical recruiter a wise career move? A technical recruiter offers excellent opportunities for advancement and a significant pay raise with each promotion. This makes it an intelligent career choice because the job description has substantial networking opportunities.

Is working as a technical recruiter stressful?

It's not for everyone to recruit. Although the job can be exciting and significant—recruiters can measurably progress a company with major hires and influence people's lives—the daily grind can cause crippling stress and exhaustion.

Are technical recruiters challenging?

People and engineers tend to believe that technical recruiting is easy money. It's not the most challenging job and requires a different area of your brain than programming and designing code, but it's far from easy.

Can someone without a degree work in recruiting?

There is no degree in recruiting to start. You must learn how to become a recruiter if you want to start this fulfilling and rewarding career. Many recruiters have a diverse range of professional experiences and educational backgrounds.

How do you find technical candidates?

Interviewing potential applicants, determining if they are qualified for technical positions, and promoting them to the company in question are all parts of a technical recruiter's job description. Technical recruiters may successfully discuss their candidates and place them in the appropriate role with the necessary negotiating abilities.

Do technical recruiters ask about technical matters?

A technical recruiter would be interested in learning more about your technical expertise and what you know about the position. You might not earn the points necessary to advance to the following interview if you cannot respond to their queries.

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