Sales Recruitment Head

A. National Recruitment Strategy • Develop and execute the annual national recruitment plan aligned with business growth. • Convert manpower plans into monthly and quarterly hiring targets. • Build recruitment strategies for: o Sales o Manufacturing o Engineering o Service o Contact Center o Supply Chain o Finance o Technology o Corporate functions o Leadership positions • Create hiring capacity plans for rapid business expansion.• Develop city-wise, state-wise and function-wise talent pools. B. High-Volume Recruitment Build capability to hire 100–500+ employees per month when required. • Establish centralized and regional recruitment teams. • Create recruitment hubs for major states and cities. • Build continuous pipelines for sales and field employees. • Develop local hiring channels for ASM/TSM/TSO/sales executives/service engineers. • Create walk-in and mass-hiring mechanisms. • Establish recruitment campaigns for new market launches. C. Recruitment Team Management Build and manage a national recruitment organization consisting of: • National Talent Acquisition team • Regional/Zone recruiters • State recruiters • Recruitment coordinators • Campus recruitment team • Recruitment operations team • Recruitment MIS/analytics team Set clear productivity targets such as: Recruiter → Interviews → Offers → Joining → 90-day Retention D. Recruitment Technology & Process Build a technology-driven recruitment engine using ATS/HRMS and digital tools. Own: • Job requisition process • Candidate sourcing • Screening • Interview scheduling • Assessment • Offer management • Background verification • Joining • Recruitment MIS• Candidate database • Recruitment analytics Integrate recruitment systems with HRMS and employee onboarding systems. E. Talent Acquisition Channels Develop multiple sourcing channels: 1. Naukri / LinkedIn / Indeed 2. Employee referrals 3. Campus hiring 4. ITI / Polytechnic / Engineering colleges 5. MBA colleges 6. Recruitment agencies 7. Local employment networks 8. Walk-in drives 9. WhatsApp recruitment 10. Social media recruitment 11. Apprenticeship programs 12. Internal mobility 13. Community/local hiring 14. Industry networking The objective should be to reduce dependence on recruitment agencies through internal talent pipelines. F. Campus Recruitment Build relationships with: • IITs • NITs • IIMs • Tier-1 MBA colleges • Engineering colleges • Polytechnic colleges • ITIs • Local universities Create structured programs for:• Management trainees • Graduate engineers • Sales trainees • Manufacturing trainees • Internships • Apprenticeships • Leadership pipeline G. Recruitment Partner Management Build and manage a national network of recruitment partners. Responsibilities include: • Agency empanelment • Commercial negotiation • SLA management • Candidate quality monitoring • Replacement tracking • Agency productivity • Cost optimization Create an Agency Scorecard based on: CV Quality | Interview Conversion | Joining Rate | Retention | Cost per Hire | TAT H. Employer Branding Work closely with HR and Marketing to position the company as an employer of choice. Build: • Careers website • Employee stories • Campus brand • Social media recruitment campaigns • Employee referral campaigns • Recruitment videos • Leadership communication • Employer value proposition3. Recruitment KPIs The National Recruitment Head will be measured on: KPI Target Hiring achievement ≥95% of approved plan Time to hire Role-specific SLA Offer-to-joining ratio ≥85% 90-day retention ≥90% Cost per hire Within budget Recruiter productivity Defined monthly target Agency dependency Continuous reduction Internal hiring Increasing annually Candidate experience ≥90% positive Critical-position closure Within agreed SLA Hiring quality Strong 90-day performance Requirements Education • MBA/PGDM in HR preferred. • Graduate degree from a reputed institution. Experience • 10–15+ years of recruitment experience. • Strong experience in large-scale/high-volume hiring. • Experience managing geographically distributed recruitment teams. • Experience hiring sales/field/manufacturing/service employees preferred.Preferred Background Candidates from organizations such as: • FMCG • Consumer Durables • Telecom • BFSI • E-commerce • Renewable Energy • Manufacturing • Large retail organizations • High-growth startups Benefits Freedom : We allow you freedom to “follow your passion” Opportunity to work with India’s fastest growing SMB Company Regular Training of Professional Skills such as Leadership, Problem Solving and Product offerings. Multifold chances increase to build the career in Solar Energy Sector Exponential Growth in Salary and other remuneration Great learning curve and hand on experience with leadership team about solar in future What You Can Expect? Work Timing : 10:00 am to 7:00 pm (Monday to Saturday) Education : MBA Address : Loom Solar Pvt Ltd (14/4 Mathura Road, Faridabad 121003) Contact : Muskan Singh Gender : Male / Female Job Type : Full Time Job Location : Faridabad Industry Type : Renewable Solar Energy Pay Types : Fix Pay and Performance Incentives