Roles & Responsibilities

1. Business Development & Client Acquisition

• Develop and execute business development strategies to acquire new employers, corporate clients, placement consultants, recruitment agencies, and strategic business partners.
- Identify and approach potential business clients through cold calling, networking, LinkedIn, email campaigns, referrals, field visits, client meetings, and follow-ups.
- Generate qualified B2B leads and convert them into paying clients.
- Build and maintain a strong business development pipeline.
- Achieve assigned monthly, quarterly, and annual client acquisition and revenue targets.
- Identify opportunities for upselling, cross-selling, and repeat business.

1. Promotion of HireTheBest Services

Promote and sell HireTheBest's complete range of HR and recruitment solutions, including:
- Recruitment Solutions
- Staffing Services
- HR Outsourcing
- Employer Branding
- Job Posting Packages
- Recruitment Packages
- Subscription Plans
- Candidate Database Solutions
- Recruitment Support Services
- Other HR and Workforce Solutions The candidate will be expected to understand client requirements and recommend the most suitable solution.

1. Corporate & Employer Meetings

• Meet business owners, Directors, HR Heads, Talent Acquisition Managers, Recruitment Heads, and other decision-makers.
- Understand their manpower and recruitment challenges.
- Conduct product and service presentations.
- Prepare proposals and commercial offers.
- Negotiate terms and close business opportunities.
- Develop long-term relationships with corporate clients.

1. Recruitment & Talent Acquisition

Manage and supervise the complete recruitment lifecycle, including:
- Understanding manpower requirements.
- Preparing job descriptions.
- Job posting.
- Candidate sourcing.
- Resume screening.
- Candidate assessment.
- Telephonic interviews.
- Virtual interviews.
- Shortlisting.
- Interview scheduling.
- Candidate follow-up.
- Salary negotiation.
- Offer management.
- Joining coordination.
- Employee onboarding.
- Induction and post-placement follow-up.

1. Employer Account Management

• Act as a key point of contact for assigned employer accounts.
- Understand and document client hiring requirements.
- Ensure timely response to employer requirements.
- Coordinate candidate delivery according to job specifications.
- Monitor interview schedules and candidate feedback.
- Follow up with employers until positions are successfully closed.
- Maintain strong post-placement relationships.
- Identify additional hiring requirements and business opportunities within existing accounts.

1. Recruitment Team Management

• Recruit HR Executives, Recruiters, Business Development Executives, and other team members as required.
- Allocate recruitment and business development targets.
- Train and mentor team members.
- Conduct regular performance reviews.
- Monitor individual and team productivity.
- Identify performance gaps and implement improvement plans.
- Develop a target-oriented and accountable team culture.

1. HR Operations & Policy Management

• Develop and implement HR policies and SOPs.
- Manage employee attendance and leave systems.
- Maintain employee records and HR documentation.
- Support payroll coordination.
- Manage employee onboarding and exit processes.
- Implement employee engagement initiatives.
- Develop employee retention strategies.
- Support disciplinary and grievance management.




- Maintain confidentiality of employee and company information.

1. Performance Management

• Develop KRAs and KPIs for HR, Recruitment, Sales, and Business Development teams.
- Establish measurable performance standards.
- Track employee performance against assigned targets.
- Conduct periodic performance reviews.
- Prepare performance reports for management.
- Recommend training, incentives, recognition, or performance improvement measures where required.

1. Client Relationship & Customer Service

• Maintain professional relationships with employers, candidates, recruitment consultants, vendors, and strategic partners.
- Ensure timely communication and follow-up.
- Resolve client concerns and recruitment-related issues.
- Monitor customer satisfaction.
- Develop strategies to improve client retention and repeat business.
- Generate referrals from satisfied clients.

1. Market Research & Business Intelligence

• Research industry hiring trends and manpower requirements.
- Identify high-demand job categories and emerging sectors.
- Monitor competitor recruitment and HR service offerings.
- Analyze competitor pricing, packages, and market positioning.
- Identify new industries, territories, and client segments.
- Provide market intelligence and business recommendations to management.

1. Strategic Partnerships

• Develop relationships with placement consultants and recruitment agencies.
- Build partnerships with educational institutions and training organizations.
- Identify channel partners and referral partners.
- Develop strategic alliances that can generate candidates or business opportunities.
- Manage partner relationships and performance.

1. Events & Brand Representation

Represent HireTheBest at:
- Job Fairs
- Career Expos
- Business Networking Events
- HR Conferences
- Seminars
- Industry Associations
- Corporate Presentations
- Campus Recruitment Events The objective will be to strengthen brand visibility, generate candidates, acquire employers, and develop strategic relationships.

1. Technology, HRMS & Recruitment Platforms

Utilize technology effectively to improve recruitment and business development performance, including:
- HRMS
- ATS / Applicant Tracking Systems
- CRM Software
- LinkedIn Recruiter
- Naukri
- Indeed
- Other Job Portals
- Google Workspace
- Microsoft Office
- Recruitment Analytics Tools
- Digital Productivity Platforms

1. AI & Automation

The candidate will be expected to adopt AI and automation to improve HR and recruitment productivity.

This may include

- ChatGPT
- Gemini
- Claude
- Microsoft Copilot
- AI Resume Screening
- AI-Assisted Creation
- AI Candidate Matching
- Automated Recruitment Communication
- AI-Based Reporting and Analysis The candidate should continuously identify opportunities where technology can reduce manual work and improve recruitment speed and quality.

1. Sales & Revenue Management

• Achieve monthly and quarterly revenue targets.
- Monitor business development pipeline.
- Track proposals, negotiations, closures, and collections.
- Prepare sales forecasts.
- Monitor client-wise revenue.




- Identify high-value business opportunities.
- Improve client conversion and retention.
- Support management in achieving overall revenue objectives.

1. MIS & Management Reporting

Prepare and maintain accurate:
- Daily Activity Reports
- Daily Recruitment Reports
- Daily Business Development Reports
- Weekly Performance Reports
- Monthly HR Reports
- Recruitment MIS
- Employer Acquisition Reports
- Sales & Revenue Reports
- Placement Reports
- Team Productivity Reports
- Client Retention Reports
- KPI Dashboards

All reports should be accurate, timely, and supported by proper data.

Key Result Areas (KRAs)

Business Development

- Recent employers acquired.
- New corporate clients acquired.
- Revenue generated.
- Sales conversion ratio.
- Business pipeline value.
- Repeat business and upselling.

Recruitment

- Positions closed.
- Candidate sourcing volume.
- Interview-to-selection ratio.
- Offer-to-joining ratio.
- Recruitment turnaround time.
- Quality of placements.

Client Management

- Client satisfaction.
- Client retention.
- Response time.
- Repeat hiring requirements.
- Client referrals.

Team Management

- Team productivity.
- Target achievement.
- Recruiter performance.
- Employee retention.
- Training effectiveness.

HR Operations

- Attendance accuracy.
- Employee documentation.
- Policy implementation.
- Employee engagement.
- Performance management.

Reporting

- Timely MIS submission.
- Data accuracy.
- CRM compliance.
- Management reporting quality.

Requirements & Qualifications

Educational Qualification

- Bachelor's degree in Human Resources, Business Administration, Management, Commerce, Marketing, or a related field.
- MBA/PGDM in HR, Marketing, Business Management, or a related specialization will be preferred.

Experience

- 3–7 years of relevant experience in HR, Recruitment, Business Development, B2B Sales, Staffing, or HR Consulting.
- Candidates with experience managing both HR operations and business development will be strongly preferred.
- Experience in recruitment agencies, staffing companies, HR consulting, job portals, or B2B service organizations will be an advantage.

Personal Attributes

- Excellent verbal and written communication.
- Confident in interacting with business owners and senior HR professionals.
- Strong commercial and business-development mindset.
- Highly target-oriented and result-driven.
- Strong leadership and team-management abilities.
- Excellent follow-up and coordination skills.
- Ability to manage multiple responsibilities simultaneously.
- Strong analytical and decision-making capabilities.
- Professional, ethical, and trustworthy.
- Comfortable working in a fast-paced and performance-driven environment.
- Willingness to travel for client meetings and business development activities when required.

Ideal Candidate

We are looking for someone who can answer "Yes" to most of these:
- Can you acquire a corporate client?
- Can you meet an HR Head and understand their manpower requirement?
- Can you close a recruitment or HR services deal?
- Can you independently manage recruitment from requirement to joining?
- Can you build and manage a recruitment team?
- Can you set KRAs and monitor employee performance?
- Can you prepare and understand HR and business MIS?
- Can you manage employer relationships?
- Can you use LinkedIn, Naukri, CRM, ATS, and AI tools effectively?
- Can you take ownership of both people and revenue targets?

If yes, we would like to hear from you.

📌 Talent Hunting Executives (India)
🏢 Kheewa Incorporation
📍 India