Software Developer (Recruitment Automation, Hire360)

Software Developer (Recruitment Automation, Hire360)
GoodSpace.ai | Noida, Sector 32 | On-site, 6 days | Reports to the Tech TA Lead
GoodSpace is an AI recruitment platform with 1.19M+ candidate profiles indexed. Hire360 is our full-service arm: clients sign a mandate, we run the search end to end on our own AI stack, we earn a success fee on the hired candidate's CTC. In the last eight months we signed a book worth over ₹260 Cr of candidate CTC across 200+ mandates.
Most recruitment runs on portals and phone calls. Ours runs on code. This is a developer seat measured like a recruiter: you will not fill mandates by dialing all day, you will fill them by writing the queries, campaigns and scripts that find the right two hundred people out of 1.19 million and get them to show up. You sit on the central sourcing bench that feeds every delivery pod, not inside one. We know a developer who recruits is an unusual job. That is the point, and it is why closed profiles pay you an incentive.
What You Own
The pipeline, in code. For every mandate you touch: parse the JD, size the pool, run the campaign, score the results, fill the shortlist. Our stack already does JD parsing, hybrid vector and keyword search over the full candidate index, and LLM fit-scoring. You drive it, and where it falls short you extend it.
Campaigns. Multi-channel outreach to candidates: email, WhatsApp, SMS, push and AI voice calls. You own the cadence and channel mix per mandate. You never touch the same person twice for the same role, and opt-outs, dedupe and rate limits are law, because every candidate we message is also our user.
Pool quality. A two-thousand-name pool is worthless if the people at the top of it have not opened the app in a year. You check freshness and fit before anything is sent, and you would rather rebuild the query than double the volume.
The screen. Candidates you surface go through our AI interviewer before a human sees them. A handoff is a candidate who cleared the resume and screening gates, not a maybe with a phone number.
Off-platform sourcing. When the database is thin for a role, you go outside it: our web-search integrations, boolean search tooling and sourcing extension. Same folders, same scoring, same standard.
The scripts. You answer questions with read-only queries against production: which mandates are starving, where the funnel leaks, which channel actually produces interviews. You publish what you find without being asked.
The tooling. What you automate for one mandate becomes what every pod runs. Better exclusions, better attribution, better dashboards ship upstream into the platform, with Product and Engineering as your design partners.
How You Are Measured
HR handoffs accepted per week is the headline, and behind it the funnel your sourcing feeds: candidates recommended to clients, interviews, offer letters, joins. Alongside: pool freshness, response rate per channel, and time from mandate live to first handoff. On top of fixed pay, you earn a 2.5% incentive on every profile you sourced that closes. Targets are set with your lead in your first two weeks.
What We Need
Required
1 to 4 years building with Node.js and SQL, comfortable in MongoDB and REST APIs
You can write a five-table join, navigate a large codebase you did not write, and respect production data: read-only until you are sure
You have worked with LLM APIs, or can show you will be prompting, scoring and evaluating with them inside your first month
You measure a week in candidates who showed up, not tickets closed
Willing to pick up the phone to a candidate when automation is not enough
Preferred: exposure to recruitment, HR-tech or growth engineering; vector search or embeddings (Qdrant, OpenSearch or similar); WhatsApp Business or email API experience; you have built scrapers, enrichment scripts or growth automations of your own; startup pace with no pre-built playbook.

Work arrangement
No