Appin Technology Coimbatore
2hr/day Program · Mon–Fri · US IT Staffing Specialization
US IT Recruitment
Staffing & Bench Sales Track
Everything a domestic IT recruiter knows, rebuilt for the US staffing market: time zones and geography, US work authorization (H-1B, OPT, GC, EAD), W2/C2C/1099 employment types, rate and markup basics, vendor and implementation-partner chains, and the full submission-to-joining pipeline. Students graduate able to work a real US requirement end to end on a night or evening shift.
US Staffing Foundations
Module 1–3F1
US IT Recruitment Basics
What US IT recruitment is and how it differs from domestic recruitment. A working view of the US IT job market, the recruiter's roles & responsibilities on a US desk, and the recruitment lifecycle as it plays out across shifts, vendors and clients.
US vs DomesticUS IT job marketRecruitment lifecycle
F2
US Geography & Time Zones
US states and major cities recruiters place candidates in every day. EST, CST, MST and PST — and what each means for a call schedule. Working inside US business hours, and correctly reading a candidate's or requirement's work location.
▸ Every student leaves able to convert an IST slot to the client's local time without hesitation.
Time zonesUS business hoursWork locations
F3
US IT Job Roles & Technologies
A recruiter-level map of the roles that fill a US req board: Software, Java, Python and .NET Developers, Full Stack Developer, DevOps Engineer, Cloud Engineer, Data Analyst/Scientist, Business Analyst, QA/Tester and Cybersecurity roles — plus the Microsoft, AWS and Google Cloud ecosystems behind them.
Developer rolesDevOps/CloudAWS/Azure/GCPQA/Cybersecurity
Work Authorization & Employment Types
Module 4–5C1
Understanding US Work Authorization
The visa and status landscape every submission depends on: H-1B and H-1B Transfer, OPT and STEM OPT, CPT, Green Card, US Citizen and EAD. How to identify work authorization directly from a resume, taught alongside compliance and ethical recruiting so submissions stay audit-safe.
H-1BOPT/STEM OPTGC/EADCompliance
C2
Types of Employment
Contract, Contract-to-Hire (C2H) and Full-Time/Permanent roles. Payment structures that decide how a candidate is engaged — W2, C2C and 1099 — and how client, vendor and implementation-partner relationships chain together on a single requirement.
C2HW2 vs C2C1099Vendor chain
JD Analysis & Resume Screening
Module 6–7S1
Job Description Analysis
How to read a US IT JD the way a vendor manager does: must-have vs good-to-have skills, technical skill mapping, experience and location requirements, and — uniquely for US staffing — work authorization requirements. Ends with a candidate search strategy built directly off the JD.
US JD readingSkill mappingSearch strategy
S2
Resume Screening
Resume evaluation and keyword matching against the JD, technical skill verification, experience and employment history validation, education verification, and spotting resume gaps and inconsistencies before a submission goes out to the client.
▸ Rule drilled here: every submission is screened as if it will be cross-checked by the client.
Keyword matchingExperience validationGap detection
Sourcing & Boolean Search
Module 8–9SR1
Sourcing Candidates
Sourcing across the channels a US desk actually runs on: LinkedIn, job portals, resume databases, Boolean and X-Ray search, and keyword search. Building candidate pipelines ahead of demand and reaching passive candidates who aren't actively applying.
LinkedInResume databasesPipelinesPassive sourcing
SR2
Boolean Search — Practical
AND/OR/NOT, quotation marks and parentheses used together. Job-title combinations, technology-based searches, location-based searches, and — specific to US staffing — work-authorization searches. Practical drills converting a real US JD straight into a working Boolean string.
▸ Practical drills: build Boolean strings live, including work-authorization filters, from real US requirements.
Boolean operatorsWork-auth searchJD → string
Candidate Engagement
Module 10–11E1
Candidate Calling & Screening
A professional recruiter introduction on a US call, candidate verification, technical screening questions, and the full checklist a call must cover: availability, location, rate/salary discussion, work authorization, interview availability, notice period and explicit candidate consent before submission.
Screening checklistRate discussionCandidate consent
E2
US IT Recruiter Communication
US professional communication standards: email writing, recruiter calling etiquette, leaving an effective voicemail, and disciplined follow-up messages. Candidate relationship management and handling objections without losing a strong candidate mid-pipeline.
Email writingVoicemailObjection handling
Rate, Salary & Vendor Management
Module 12–13B1
Rate & Salary Basics
Hourly vs annual salary, the difference between bill rate and pay rate, and how contract rates are structured. W2 vs C2C rate basics, negotiation fundamentals, and markup basics — the margin logic every vendor and implementation partner is working off of.
Bill vs pay rateW2 vs C2C ratesMarkup
B2
Client & Vendor Management
Reading client requirements vs vendor requirements, understanding implementation partners and Tier-1/Tier-2 vendor layers, requirement clarification calls, and running the candidate submission process with disciplined submission tracking.
Tier-1/Tier-2 vendorsSubmission trackingRequirement clarification
Interview Process
Module 14The full US staffing pipeline, run start to finish: Submission → Screening → Interview → Selection → Offer → Joining.
SubmissionCandidate profile matched, rate confirmed, and submitted through the vendor chain with consent on file.
ScreeningClient or vendor-side screening call to validate fit against the JD before an interview slot is offered.
Scheduling & confirmationInterview scheduled across time zones, confirmed with both candidate and client, with reminders sent ahead of time.
Candidate preparationBrief the candidate on interviewer panel, likely technical areas, and rate/rate-card expectations.
Interview & feedback collectionInterview conducted, feedback collected promptly from the client or vendor and logged.
Selection & offerCandidate selected, offer terms (rate, start date, work authorization checks) finalized.
Joining & follow-upFollow-up with both candidate and client through to confirmed joining on day one.
Recruitment Tools & ATS
Module 15The job portals and resume databases a US IT desk sources from daily.
T1
Dice
The largest US-focused tech job board and resume database — the primary sourcing tool for most US IT desks, especially for contract and C2C roles.
Tech-focusedResume database
T2
LinkedIn
Sourcing and outreach for both active and passive candidates, verifying work history, and cross-checking candidate details submitted by vendors.
SourcingPassive candidates
T3
Indeed
High-volume applicant sourcing, useful for both contract and full-time US IT roles across all experience levels.
High volumeApplications
T4
Monster
A long-standing resume database, still used for niche or legacy skill searches on select US requirements.
Resume database
T5
TechFetch
A US IT-staffing-specific portal, popular for C2C and bench-sales style requirements circulated between vendors.
US IT staffingC2C
Job Descriptions — Target Roles for Graduates
Representative fresher and early-career JDs of the type posted for US IT staffing desks, typically run on a night or evening shift out of India. Click any card to expand.
US IT Recruiter — FresherUS staffing / IT consulting firms · Night shift, India · ₹2.5–3.5 LPA
Role
Source, screen and submit candidates against live US IT requirements, working the full pipeline from Boolean search through to submission tracking.
Required Skills
Boolean/X-Ray searchWork authorization basicsDice/LinkedInUS communication
Interview
Round 1: Boolean search test on a sample US JD. Round 2: mock candidate screening call. Round 3: HR + shift confirmation.
Bench Sales RecruiterUS staffing firms · Night shift, India / Remote · ₹3–4.5 LPA
Role
Market bench consultants (H-1B, OPT, GC, EAD) to vendors and implementation partners, negotiate rates, and manage submissions across Tier-1/Tier-2 vendor chains.
Required Skills
Bench marketingRate negotiationVendor managementC2C/W2 basics
Interview
Round 1: rate negotiation roleplay. Round 2: vendor-chain scenario questions. Round 3: HR.
C2C / Corp-to-Corp RecruiterUS IT staffing firms · Night shift · ₹3–4 LPA
Role
Focus on Corp-to-Corp submissions — sourcing candidates on C2C contracts, coordinating between the candidate's employer and the end vendor, and tracking rate cards through the vendor chain.
Required Skills
C2C processVendor coordinationRate cards
Technical Recruiter — US StaffingIT staffing / RPO firms · Remote / Night shift · ₹3.5–5 LPA
Role
Own technical requisitions for Java, .NET, Cloud, DevOps and Data roles on the US desk — accurate JD reading, technical resume screening and coordinating technical interview rounds.
Required Skills
Technical JD readingSkill mappingInterview coordination
Interview
Round 1: JD-to-Boolean conversion test. Round 2: explain a past technical closure. Round 3: HR.
Sourcing Specialist — US ITStaffing & RPO firms · Remote / Night shift · ₹2.5–3.5 LPA
Role
Dedicated sourcing support for senior US recruiters — building candidate pipelines on Dice, LinkedIn and TechFetch, and running first-pass Boolean and X-Ray searches against open reqs.
Required Skills
Boolean searchDice/TechFetchPipeline building
Recruitment Delivery Lead — US ITMid-size US staffing firms · India / Remote · ₹5–7 LPA
Role
Own delivery across multiple US requirements, mentor a team of recruiters, manage vendor relationships directly, and report submission and closure metrics to leadership.
Required Skills
Team mentoringVendor relationshipsDelivery metrics
Interview
Round 1: live delivery-metrics walkthrough. Round 2: leadership scenario questions. Round 3: HR + compensation.
Program Summary
15 ModulesFoundations → compliance → sourcing → engagement → delivery
US Work AuthorizationH-1B, OPT/STEM OPT, CPT, GC, EAD
Employment TypesContract, C2H, Full-Time · W2, C2C, 1099
Night-Shift ReadyTime zones, US communication, vendor chains
Schedule & Duration
2hr Program2hr/day
Mon–Fri · US IT Staffing Specialization
- Weeks 1–2 — US Staffing Foundations: Basics, Geography & Time Zones, US IT Job Roles & Technologies (M1–M3).
- Weeks 3–4 — Compliance: Work Authorization, Types of Employment (M4–M5).
- Weeks 5–6 — JD Analysis & Resume Screening (M6–M7).
- Weeks 7–8 — Sourcing & Boolean Search — Practical (M8–M9).
- Week 9 — Candidate Engagement: Calling & Screening, US Recruiter Communication (M10–M11).
- Week 10 — Rate & Salary Basics, Client & Vendor Management (M12–M13).
- Week 11 onward — Interview Process simulation and Recruitment Tools & ATS practice (M14–M15).