Manage the full recruiting lifecycle across a variety of open roles, helping management find, hire and retain quality talent. Build robust relationships with internal and client management teams to understand the ins and outs of their departments, hiring needs and job specifications. Develop and release job postings on platforms such as social media and job boards. Use knowledge of multiple recruiting sources and execute innovative recruiting strategies to find quality candidates and prospect for new business. Screen resumes and prospects, qualify, interview and manage candidates throughout the interview process from prepping before interviews to assisting with final offer negotiation. Maintain a database of candidate records, including active and passive prospects, hired candidates and other candidate relationships. Follow up on interview process status and update records in the internal database.
Stakeholder and Client Partnership
Develop strong and constructive relationships with stakeholders. Act as a key contact point for recruitment, sourcing and strategy queries raised with the RPO team. Seek feedback actively and act on it to drive optimum solutions for both parties.
Candidate Management and Selection
Run the mandate end to end requirement analysis, sourcing,
interviewing, selling the opportunity, salary negotiation, offer and post-offer follow-up. Follow up references and complete background checks before the offer is released. Keep candidates engaged from offer release through to date of joining, and flag any offer at risk within 24 hours of the first signal.
Reporting and Dashboards
Produce weekly, monthly and quarterly dashboards, with data-driven decisions on future requirements.
Candidate Profile
This role suits someone who already carries their own requisitions and closes them without supervision. The successful candidate will:
Have 3+ years of recruitment or RPO experience, with proven closures against monthly targets.
Have hands-on hiring experience in manufacturing. This sector exposure is a requirement of the role, not a preference. Partner confidently with hiring managers and HR leaders, and push back on an unrealistic brief with data.
Source personally on the mandates that matter, through head-hunting and advanced search. Read funnel numbers well enough to spot a failing stage early.
Bring hands-on experience with AI-enabled sourcing tools and disciplined ATS use. Be a graduate; an MBA or PGDM in HR is preferred