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Full Lifecycle Recruiter I, WWAS TA

Amazon

Full time
Location
Hyderabad, Bangalore
Work mode
Not stated
Salary
₹2.3L – ₹6.6L a year estimatetypical for HR & Recruitment Jobs in Telangana, 31 posts
Posted 7 days ago

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Job description

This is a contractual role. Are you passionate about connecting talented people with meaningful careers? At Amazon, our recruiting team plays a critical role in shaping the future of the company by identifying and hiring exceptional talent across a wide range of roles. As a Full Lifecycle Recruiter I, you will manage the end-to-end recruiting process — from sourcing and engaging candidates to preparing them for interviews and closing offers. You will partner with hiring teams to understand thei…

Job market insights

₹2.3L – ₹6.6L advertised yearly salary for HR & Recruitment Jobs in Telangana (middle half of 31 posts that show a salary; median ₹4L)
190 more open jobs at Amazon

Most HR & Recruitment Jobs posts in Hyderabad ask for 3–6 years of experience (40% of 72 that say).

Hiring most for HR & Recruitment Jobs in Hyderabad

  • Deloitte11 open jobs
  • Amazon6 open jobs
  • Amgen6 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 Full Lifecycle Recruiter I, WWAS TA job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹2.3L – ₹6.6L a year (typical for HR & Recruitment Jobs in Telangana, 31 posts).

Where is this job based?

In Hyderabad, Bangalore.

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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