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Associate Recruiter

W3Global

Full time
Location
Hyderabad
Work mode
Not stated
Salary
₹2.3L – ₹6.3L a year estimatetypical for HR & Recruitment Jobs in Telangana, 31 posts
Posted 7 days ago

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Job description

Job Title: US Non-IT - Recruiter/ Senior Recruiter
Work Location: Kothaguda Salary range: (Negotiable based on relevant experience) Performance Incentives up to 24 Lakhs Work timings: 7:30 PM IST - 4:30 AM IST Key Skills The role requires managing the complete End-to-End Recruitment lifecycle. Key skills for this position include: Strategic sourcing Screening resumes ATS proficiency LinkedIn Recruiter Candidate management Knowledge of US Tax terms Situation handling Relationship building Deci…

Job market insights

₹2.3L – ₹6.3L advertised yearly salary for HR & Recruitment Jobs in Telangana (middle half of 31 posts that show a salary; median ₹4L)
4 more open jobs at W3Global

Most HR & Recruitment Jobs posts in Hyderabad ask for 3–6 years of experience (41% of 68 that say).

Hiring most for HR & Recruitment Jobs in Hyderabad

  • Deloitte11 open jobs
  • Reckitt7 open jobs
  • Amazon6 open jobs

From live job posts on CoreHRx, updated 7 Nov 2026. Skill figures count posts that list their skills; salary figures only posts that show a salary.

Questions about this job

What is the salary for this Associate Recruiter job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹2.3L – ₹6.3L a year (typical for HR & Recruitment Jobs in Telangana, 31 posts).

Where is this job based?

In Hyderabad.

What kind of job is this?

It is a full time job.

Preparing for an HR executive, recruiter, talent acquisition or HR generalist interview in India? This guide covers the questions asked most often, sample answers, the labour law basics you should know (PF, ESI, gratuity, POSH) and how freshers (MBA HR, BBA) and experienced HR professionals should prepare.

Questions you may be asked

  1. Tell me about yourself.
  2. How many positions have you closed, and for which roles?
  3. How do you source candidates for a hard-to-fill role?
  4. How do you reduce offer drop-outs?

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