HighLevel Technical Talent Acquisition Apprentice Role Overview
HighLevel is hiring a Technical Talent Acquisition Apprentice for its remote India People team. This apprenticeship is a 6-month programme with a monthly stipend of Rs. 45,000 and a September 2026 programme start. The opportunity is centered on technical hiring and gives apprentices exposure to recruitment work in a remote-first global company. It is especially relevant for candidates interested in recruitment, technology hiring, HR operations, and building hiring systems. The role combines sourcing, screening, coordination, record management, and support for broader hiring initiatives.
Standout fact: This apprenticeship is designed for technical hiring support within HighLevel’s remote India People team, with a monthly stipend of Rs. 45,000 and a September 2026 start.
The position is structured as an apprenticeship, which makes it a practical entry point for candidates who want to understand how hiring works in a real team environment. The work is not limited to one task; instead, it spans the full early-stage recruitment flow and also includes support for employer branding and campus hiring initiatives. Because the role is remote and tied to a global company, it offers a setting where candidates can build familiarity with organized hiring processes and candidate management. For those looking to grow in recruitment and HR operations, this opening brings together both hands-on execution and process support.
What the Apprenticeship Involves
The Technical Talent Acquisition Apprentice role focuses on supporting technical hiring from the first stages of candidate discovery through interview coordination and record maintenance. Apprentices will help source candidates through LinkedIn, job portals, and referrals, which means the role begins with building awareness of where potential candidates may be found. They will also screen resumes, conduct initial recruiter screening calls, and coordinate interviews, making the apprenticeship closely connected to the day-to-day flow of recruitment activity. This is a role where attention to detail matters because candidate information and hiring steps need to stay organized.
Another important part of the apprenticeship is maintaining candidate records in the Applicant Tracking System. That responsibility connects the operational side of recruitment with the candidate experience, since accurate records help keep the hiring process moving smoothly. Apprentices will also support the creation of talent pipelines, which means helping keep a pool of potential candidates available for future hiring needs. In addition, the role includes support for employer branding and campus hiring initiatives, showing that the apprenticeship is not limited to immediate openings but also contributes to longer-term hiring efforts.
Core work areas in the apprenticeship
- Sourcing candidates through LinkedIn, job portals, and referrals
- Screening resumes for technical hiring support
- Conducting initial recruiter screening calls
- Coordinating interviews across the hiring process
- Maintaining candidate records in the Applicant Tracking System
- Building talent pipelines for future hiring needs
- Supporting employer branding initiatives
- Supporting campus hiring initiatives
- Preparing recruitment reports
The apprenticeship also includes preparing recruitment reports, which adds a reporting and tracking dimension to the role. This suggests that the work is not only about interacting with candidates but also about helping the team stay informed about recruitment activity. For candidates interested in how hiring systems are built and maintained, this role offers a chance to see how sourcing, screening, coordination, and reporting fit together. The overall scope makes the apprenticeship a strong fit for someone who wants to understand technical recruitment in a structured and practical way.
Why This Role Is a Strong Opportunity
This apprenticeship stands out because it combines learning and contribution in a real hiring environment. Candidates interested in recruitment and technology hiring can gain exposure to multiple parts of the hiring process rather than focusing on a single narrow task. The role also supports HR operations, which means it can help build practical understanding of how recruitment teams stay organized and how candidate movement is tracked. Since the work is tied to a remote-first global company, the setting itself may appeal to candidates who want to work in a distributed environment.
The opportunity is also strong for those who want to build a foundation in hiring systems. The tasks listed in the apprenticeship show how candidate sourcing, resume screening, interview coordination, and ATS record management connect to one another. By participating in these steps, apprentices can better understand how a technical talent acquisition process is structured from start to finish. That makes the role useful for candidates who want to grow into recruitment-focused work and learn how hiring operations function in practice.
Who may find this opportunity relevant
- Candidates interested in recruitment
- Candidates interested in technology hiring
- Candidates interested in HR operations
- Candidates interested in building hiring systems
- Candidates looking for a remote-first global company environment
The apprenticeship format also makes the role approachable for candidates who want a defined programme rather than an open-ended position. With a 6-month duration, the opportunity is time-bound and focused, which can be helpful for candidates planning their next step in recruitment or HR-related work. The monthly stipend of Rs. 45,000 adds a clear financial detail to the programme, while the September 2026 start gives a specific timeline for those considering it. Together, these details make the opportunity easy to understand and straightforward to evaluate.
Technical Hiring Support and Candidate Management
The apprenticeship is built around practical support for technical hiring, and that begins with candidate sourcing. Apprentices will use LinkedIn, job portals, and referrals to identify possible candidates, which means they will be involved in the early discovery stage of recruitment. This is an important part of technical talent acquisition because the quality of sourcing influences the rest of the hiring process. By working across multiple sourcing channels, apprentices can help the team reach a wider pool of candidates.
After sourcing, the role moves into screening and coordination. Apprentices will screen resumes and conduct initial recruiter screening calls, which are both key steps in narrowing down candidates for further consideration. They will also coordinate interviews, a task that requires organization and communication so that the hiring process stays on track. These responsibilities show that the apprenticeship is not passive; it involves active participation in the movement of candidates through the recruitment funnel.
Maintaining candidate records in the Applicant Tracking System is another central responsibility. This work supports consistency and helps ensure that candidate information is kept in one place. In a recruitment setting, accurate records are important because they help the team follow progress and manage hiring activity. The apprenticeship therefore includes both people-facing work and process-focused work, giving candidates exposure to the operational side of talent acquisition.
How the hiring process is supported
- Identify candidates through sourcing channels.
- Review resumes for early screening.
- Conduct initial recruiter screening calls.
- Coordinate interviews with relevant stakeholders.
- Maintain candidate records in the Applicant Tracking System.
- Support the creation of talent pipelines.
Building talent pipelines is especially important because it connects immediate hiring needs with future recruitment planning. Rather than only reacting to current openings, the role includes helping maintain a pool of potential candidates for later use. That makes the apprenticeship useful for understanding how recruitment teams think ahead and prepare for ongoing hiring needs. It also reinforces the idea that technical talent acquisition is both a short-term and long-term process.
Employer Branding, Campus Hiring, and Reporting Support
Beyond direct candidate handling, the apprenticeship also includes support for employer branding and campus hiring initiatives. These responsibilities show that the role contributes to the broader visibility and reach of the hiring team. Employer branding support can be understood as part of how a company presents itself to potential candidates, while campus hiring support connects the team to early-career talent initiatives. Together, these tasks expand the apprenticeship beyond routine recruitment operations.
The inclusion of campus hiring initiatives is notable because it adds another dimension to the role’s scope. Apprentices will not only work on sourcing and screening but also support efforts that connect the company with campus-based talent. This broadens the experience for candidates who want to see how different hiring channels are managed. It also reflects a role that is connected to both immediate recruitment needs and wider talent outreach.
Preparing recruitment reports is another part of the apprenticeship that adds structure to the work. Reporting helps summarize recruitment activity and supports the team in understanding what is happening across the hiring process. For someone interested in HR operations, this can be a valuable area of exposure because it links day-to-day tasks with tracking and documentation. The combination of branding, campus hiring, and reporting makes the apprenticeship more comprehensive than a purely administrative or purely sourcing-focused role.
Broader support areas included in the role
- Employer branding support
- Campus hiring initiatives support
- Recruitment reports preparation
These responsibilities also help show how recruitment teams work across multiple priorities at once. While sourcing and screening are immediate tasks, branding and campus hiring support longer-term hiring goals, and reporting helps keep the process measurable and organized. For candidates who want to understand the full scope of talent acquisition work, this apprenticeship offers a balanced view of both execution and support functions. It is a role that connects candidate outreach, process management, and team coordination in one programme.
Programme Details and Work Environment
The apprenticeship is a 6-month programme with a monthly stipend of Rs. 45,000. It begins in September 2026, giving candidates a clear start point for planning. The role is for HighLevel’s remote India People team, which places the apprenticeship in a remote setting rather than a traditional office-based environment. These details make the opportunity easy to identify for candidates who are looking for a defined programme with a specific timeline and compensation structure.
The remote-first nature of the company is part of the appeal for candidates who want to work in a distributed setup. Since the role is tied to the People team, the apprenticeship is also positioned within a function that focuses on hiring and candidate support. That means the work is likely to be centered on collaboration, process, and communication within a recruitment context. The programme structure gives candidates a chance to participate in a real team while learning how technical hiring is managed.
Because the apprenticeship is focused on technical talent acquisition, the environment is especially relevant for candidates who want to gain exposure to hiring systems and recruitment operations. The role includes both candidate-facing and process-facing responsibilities, which makes it a practical learning opportunity. It is also a strong fit for those who want to understand how a remote-first global company organizes its hiring support. The combination of programme length, stipend, start date, and role scope provides a clear picture of what the apprenticeship offers.
Frequently Asked Questions
What is the HighLevel Technical Talent Acquisition Apprentice role?
It is a remote apprenticeship for HighLevel’s India People team. The role focuses on supporting technical hiring through sourcing, screening, interview coordination, candidate record maintenance, talent pipeline building, employer branding support, campus hiring support, and recruitment reporting.
How long is the apprenticeship?
The apprenticeship is a 6-month programme. It is structured as a defined opportunity rather than an open-ended role, which makes the timeline clear for candidates considering it.
What is the stipend for this apprenticeship?
The programme offers a monthly stipend of Rs. 45,000. This is one of the key details provided for the opportunity and helps define the compensation structure of the apprenticeship.
When does the programme start?
The apprenticeship is set to begin in September 2026. This gives candidates a specific start date to keep in mind when evaluating the opportunity and planning ahead.
What kind of work will apprentices do?
Apprentices will support technical hiring by sourcing candidates through LinkedIn, job portals, and referrals, screening resumes, conducting initial recruiter screening calls, coordinating interviews, maintaining candidate records in the Applicant Tracking System, building talent pipelines, supporting employer branding and campus hiring initiatives, and preparing recruitment reports.
Who is this opportunity a strong fit for?
This opportunity is a strong fit for candidates interested in recruitment, technology hiring, HR operations, and building hiring systems. It is also relevant for those who want experience in a remote-first global company and want to support technical talent acquisition work.
Conclusion
HighLevel’s Technical Talent Acquisition Apprentice role brings together the practical parts of recruitment in one focused programme. With a 6-month duration, a monthly stipend of Rs. 45,000, and a September 2026 start, it offers a clear structure for candidates interested in technical hiring. The responsibilities cover sourcing, screening, interview coordination, ATS record management, talent pipeline building, employer branding, campus hiring, and reporting. For candidates looking to build experience in recruitment, HR operations, and hiring systems within a remote-first global company, this apprenticeship presents a strong and well-defined opportunity.
