About Dexler Energy

Dexler Energy is a renewable energy company working in solar power generation and industrial solar investments, positioning ourselves as Solar Power Plant Developers. We run projects end to end — land acquisition, project execution and asset management.

That span shapes what this role involves. In a given month the live mandates may include site engineers and project managers, procurement and vendor development staff, land and liaison teams, electrical and design engineers, O&M; field technicians, and corporate functions. If you have recruited for a project-driven business before, this ground will feel familiar.

About the role

You will own hiring end to end across the full seniority range — field staff and fresh graduates at one end, mid-level managers and senior leadership hires at the other — and switch between the two without dropping quality.

The two halves of the job look different and both matter. Volume and field hiring rewards speed, local sourcing reach and reliable follow-up through to joining. Mid and senior hiring rewards market mapping, headhunting, discretion, and the ability to hold a credible conversation with an experienced candidate about the role and the company.

This is a hands-on, individual-contributor role. You will source, screen, chase feedback and maintain your own trackers. Proactiveness matters more to us than any single line on a resume: we want someone who flags a stalling mandate before being asked, and who walks into a review with the numbers already pulled.

Key responsibilities

Sourcing and market intelligence

- Run end-to-end recruitment for assigned mandates, from intake discussion to offer acceptance and joining.
- Source across job portals, referrals, social media, consultant partners, field and local hiring channels, and your own network.
- Headhunt and map the market directly for mid and senior mandates rather than relying on applications alone.
- Build and maintain a live talent pipeline for recurring and anticipated roles.
- Track salary benchmarks, competitor hiring activity, notice-period norms and talent availability for the roles we hire. Where you do not yet know a segment, study it.

Screening and assessment

- Run intake conversations with hiring managers to understand the role, the must-haves before sourcing begins.
- Screen resumes and conduct structured telephonic or video assessments covering experience, project exposure,



stability, compensation, notice period, location fit and intent to move.

Candidate relationship and follow-up

- Own candidate communication through the entire process and keep every active candidate informed of where they stand.
- Coordinate interviews across panels and locations, and follow up with hiring managers until feedback is in writing.
- Stay in contact with offered candidates through the notice period so that offer drops are anticipated and addressed early.
- Maintain relationships with strong candidates who were not selected, and with passive talent for future mandates.
- Ensure a skilled candidate experience: timely responses, honest role information, and closure for everyone who reached interview stage.

Offer, onboarding and closure

- Conduct salary discussions and negotiation in line with internal bands and approvals.
- Prepare offer inputs, coordinate offer rollout, and drive documentation, background verification and joining formalities.
- Coordinate handover to onboarding so that the first day is ready before the candidate arrives.

MIS, tracking and reporting

- Maintain the recruitment tracker as a single source of truth, updated the same day activity happens.
- Publish weekly and monthly recruitment MIS: open positions, stage-wise pipeline, ageing, source mix, offers made, offers accepted, joiners and drop-offs.
- Track and report time-to-hire, source effectiveness, cost per hire, interview-to-selection ratio and offer-to-joining ratio.
- Interpret the numbers, not just report them — bring the mandates that need intervention to each review with a proposed course correction.

Required skills and qualifications

Essential

- 2–5 years of hands-on experience in recruitment or talent acquisition, in-house or with a search firm serving these sectors.
- Recruitment experience in at least one of: construction, infrastructure or EPC, procurement and supply chain, real estate, or electrical and energy. Exposure to more than one is a clear advantage.




- Demonstrated hiring across levels — closed mid-level and senior positions, and also run field, site and entry-level hiring at volume.
- Working command of LinkedIn Recruiter or equivalent, and other sourcing platforms, including Boolean search.
- Proficiency in MS Excel for trackers and MIS: filters, pivot tables, lookups and clean reporting formats.
- Bachelor's degree in Human Resources, Business Administration or a related field. An MBA or PGDM in HR is preferred but not required where the track record is strong.
- Excellent communication and interpersonal skills in English and Kannada or Hindi, given the field and site hiring component.

Advantageous

- Experience hiring for solar or renewable energy projects.
- Familiarity with site-level and project-based manpower planning.
- Experience working with an applicant tracking system.
- Exposure to campus or bulk hiring drives.

Who we are looking for

Someone who has spent two to five years recruiting for a construction, infrastructure, procurement, real estate or electrical business, and knows that world from the inside — how site mobilisation drives urgency, why a project manager's notice period is negotiable and a site engineer's often is not, where field manpower actually comes from.

Someone equally at ease headhunting a senior hire and running a volume drive for entry-level and field roles. Someone who screens carefully enough that hiring managers stop second-guessing the shortlist, follows up relentlessly without becoming a nuisance, and whose candidates take their calls because the relationship is real.

Someone whose tracker is always current and whose MIS is always ready. Someone who either knows the market or is visibly learning it. Above all, someone who moves first — raises the issue, suggests the alternative and chases the answer before being asked.

We would rather hire someone with a slightly narrower sector background and genuine drive than someone with a perfect resume who waits to be directed.

How to apply

Apply with an updated resume along with your current and expected annual CTC and your notice period. Shortlisted candidates will go through a telephonic screening, a short practical exercise, and an interview with the hiring manager.

- Dexler Energy is an equal opportunity employer. We assess candidates on capability and fit alone.

📌 Executive Recruitment (Bengaluru)
🏢 Dexler Energy
📍 Bengaluru