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Senior Technical Recruiter

Straatix Partners

Full time
Location
Bangalore
Work mode
Not stated
Salary
₹3.3L – ₹8.5L a year estimatetypical for HR & Recruitment Jobs in Bangalore, 73 posts
Posted 9 days ago

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Job description

About the Company Straatix Partners, Brigade Tech Park, Bangalore, 560066 STX STX is a leading provider of talent solutions, specializing in building engineering andcapability centers for global companies in India. With a focus on leveraging advancedtalent intelligence, STX delivers superior hiring outcomes and supports clients in scalinghigh-performance teams. The company fosters a culture of innovation, collaboration,and continuous learning, enabling employees to make a significant impact in …

Job market insights

₹3.3L – ₹8.5L advertised yearly salary for HR & Recruitment Jobs in Bangalore (middle half of 73 posts that show a salary; median ₹5.1L)

Most HR & Recruitment Jobs posts in Bangalore ask for 3–6 years of experience (37% of 218 that say).

Hiring most for HR & Recruitment Jobs in Bangalore

  • BSR & Co14 open jobs
  • Northern Trust12 open jobs
  • Accenture9 open jobs

From live job posts on CoreHRx, updated 10 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 Senior Technical Recruiter job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3.3L – ₹8.5L a year (typical for HR & Recruitment Jobs in Bangalore, 73 posts).

Where is this job based?

In 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?
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