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Jobs for ITI Candidates

Bringle Excellence Verified employer

Full time
Location
Bangalore
Work mode
Not stated
Salary
₹3.5L – ₹10L a year estimatetypical for HR & Recruitment Jobs in Bangalore, 97 posts
Posted 9 years ago Last checked 4 hr ago

Free · takes a minute · your resume fills your profile

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Job description

Location: Bengaluru, KA, India
Department: Human Resources

Job Description

We have urgent requirement for ITI candidates Any Stream 

2012 - 2015 Passed out

Age below 24yrs

Qualifications

ITI Candidates

Additional Information

All your information will be kept confidential according to EEO guidelines.

Company Description

Bringle Academy is not just an Academy, but a learning management system that provides great features to make learning and teaching easier for everyone.We have introduced a Mobile & Web-based Gamification platform which is Fun & Engaging and enhances Quantitative, Verbal, Data Inference & Creative Thinking aptitude in students with Analytics for Parents & Schools.

www.BringleAcademy.com

Job market insights

₹3.5L – ₹10L advertised yearly salary for HR & Recruitment Jobs in Bangalore (middle half of 97 posts that show a salary; median ₹5.3L)
147 more open jobs at Bringle Excellence

Most HR & Recruitment Jobs posts in Bangalore ask for 3–6 years of experience (36% of 196 that say).

Hiring most for HR & Recruitment Jobs in Bangalore

  • BSR & Co11 open jobs
  • Northern Trust10 open jobs
  • ABB7 open jobs

From live job posts on CoreHRx, updated 6 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 Jobs for ITI Candidates job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3.5L – ₹10L a year (typical for HR & Recruitment Jobs in Bangalore, 97 posts).

Where is this job based?

In Bangalore.

What kind of job is this?

It is a full time job.

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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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