Faridabad, Delhi NCR | In office | 5–10 years | Reports to Head of HR
We're hiring a tooling engineer, a colour management specialist, a Mandarin-speaking supplier liaison, an automation manager, a UV printing engineer, a customs specialist and a supply chain head. Different industries, different talent pools, nothing in common.
Almost none of them are on job boards. The tooling engineer is employed and not looking. The colour specialist might be the only one in the city.
That's the job: finding people who aren't advertising that they're findable.
What you'd build
- Sourcing pipelines per domain — where each kind of specialist actually sits, and how we reach them
- A referral network through our own engineers, our vendors and our suppliers, who know the good people long before any recruiter does
- An assessment process with the hiring managers, so technical screening is real rather than keyword matching
- An employer brand that makes a specialist in Pune consider Faridabad
- A talent map we can hire from in six months, not start from scratch each time
- Hiring capability for Germany, Australia and the UK as those open
You'd own
- End-to-end hiring across engineering, operations, supply chain and corporate roles
- Direct sourcing and outreach — weighted to headhunting, not screening inbound
- Candidate experience through to offer and joining
- Hiring manager partnership: pushing back on unrealistic briefs and helping sharpen them
You need
- 5+ years in specialist or technical recruitment. Volume and bulk hiring is a different skill
- Demonstrated direct sourcing — you've found and closed people who weren't applying
- Learning velocity. You'll go from tooling to customs to Mandarin liaison in a month and need to sound credible to each
- Manufacturing or engineering hiring experience strongly preferred
- The confidence to tell a hiring manager their brief won't find anyone
Tell us: the hardest role you've ever filled — why it was hard, and how you found the person.