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Technical Sourcer (India)

World Wide Technology

Full time
Location
Gurgaon, Mumbai, Pune, Hyderabad, Bangalore
Work mode
Not stated
Salary
₹3L – ₹7L a year estimatetypical for HR & Recruitment Jobs in India, 537 posts
Posted 12 days ago

You apply on World Wide Technology's website. CoreHRx takes you there after you sign in.

CoreHRx never asks candidates for money. If anyone does, .

Job description

World Wide Technology (WWT) strives to make a new world happen. WWT's work benefits clients and partners as much as it does its people and community across the globe. Founded in 1990, WWT brings together strategy, deep technical expertise and world-class partnerships to help public and private sector organizations design, build and scale intelligent AI, digital, cybersecurity, cloud and infrastructure solutions. Through its Advanced Technology Center (ATC)-a collaborative ecosystem featuring st…

Job market insights

₹3L – ₹7L advertised yearly salary for HR & Recruitment Jobs in India (middle half of 537 posts that show a salary; median ₹4.5L)

Most HR & Recruitment Jobs posts in Gurgaon ask for 3–6 years of experience (37% of 30 that say).

Hiring most for HR & Recruitment Jobs in Gurgaon

  • MongoDB8 open jobs
  • Jones Lang LaSalle6 open jobs
  • Baxter5 open jobs

From live job posts on CoreHRx, updated 2 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 Technical Sourcer (India) job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3L – ₹7L a year (typical for HR & Recruitment Jobs in India, 537 posts).

Where is this job based?

In Gurgaon, Mumbai, Pune, Hyderabad, Bangalore.

What kind of job is this?

It is a full time job.

How do I apply?

You apply on World Wide Technology's website. CoreHRx takes you there after you sign in.

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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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