JOB DESCRIPTION – GENERAL MANAGER (OVERSEAS RECRUITMENT)

Designation: General Manager – Overseas Recruitment

Department: Overseas Recruitment Business

Reporting to: Chairman / Managing Director

Location: As decided by the Company

Employment Type: Full-time, Senior Management Position

1. Job Purpose

The General Manager shall be responsible for the overall management, development, and profitability of the Overseas Recruitment Business of Evighed Solutions Pvt. Ltd.

The incumbent shall lead international business development, employer acquisition, candidate sourcing, recruitment operations, client relationship management, team performance, financial management, and regulatory compliance.

The GM shall develop a sustainable overseas recruitment business by establishing strong relationships with foreign employers, manpower agencies, recruitment partners, and other relevant stakeholders, while maintaining the highest standards of professionalism, transparency, and ethical recruitment practices.

2. Key Roles and Responsibilities

A. Business Development and International Marketing

Develop and implement an annual business plan for the Overseas Recruitment Division.

Identify and develop new business opportunities in international markets, including the GCC countries, Europe, and other approved destinations.

Establish direct relationships with foreign employers, corporate clients, overseas recruitment agencies, and manpower procurement companies.

Identify sectors with recruitment demand, including healthcare, hospitality, construction, engineering, manufacturing, logistics, oil and gas, and other relevant industries.

Obtain manpower requirements, job orders, recruitment mandates, and service agreements from overseas employers.

Negotiate commercial terms, recruitment fees, service charges, payment schedules, and contractual conditions, subject to the Company's approval limits.

Develop long-term partnerships with international employers to generate repeat recruitment business.

Represent the Company at business meetings, recruitment fairs, trade events, and industry networking programmes.

Prepare and execute country-wise and sector-wise business development strategies.

B. Overseas Recruitment Operations

Manage the complete recruitment process, from receipt of employer requirements to candidate deployment and post-placement follow-up.

Ensure that all job orders are properly documented, verified, and approved before recruitment activities commence.

Coordinate candidate sourcing, screening, interviews, trade testing, skill assessments, medical examinations, and document verification.

Coordinate with employers regarding interview schedules, candidate selection, salary packages, job descriptions, and employment conditions.

Supervise offer letters, employment contracts, visa processing coordination, work permits, emigration requirements, and travel arrangements, as applicable.

Monitor recruitment timelines and ensure that candidates are deployed within agreed schedules.

Establish standard operating procedures (SOPs) for each stage of the recruitment process.

Maintain accurate records of candidates, vacancies, interviews, selections, deployments, employer feedback, and pending requirements.

Ensure appropriate coordination between business development, recruitment, documentation, accounts, and administrative teams.

C. Employer Relationship Management

Maintain regular communication with overseas employers and recruitment partners.

Understand employer manpower requirements, skill specifications, salary expectations, and deployment deadlines.

Ensure timely delivery of suitable candidates in accordance with agreed recruitment requirements.

Resolve employer complaints, recruitment delays, candidate replacements, and other service-related issues.

Obtain employer feedback and implement corrective measures to improve service quality.

Develop repeat business and increase the volume of recruitment mandates from existing clients.

Ensure that all employer commitments are fulfilled in accordance with signed agreements.

D. Candidate Sourcing and Management

Develop effective candidate sourcing channels through job portals, recruitment campaigns, databases, training institutions, referrals, and approved recruitment partners.

Ensure that candidates are appropriately screened for qualifications, experience, skills, language proficiency, and job suitability.

Ensure that candidates receive accurate information regarding job descriptions, salaries, benefits, employment terms, and destination-country requirements.

Establish a structured candidate database and talent pool for different occupations and countries.

Monitor candidate dropouts, interview attendance, selection ratios, offer acceptance, and deployment rates.

Ensure that candidate grievances are addressed promptly and professionally.

Promote fair, transparent,



and ethical recruitment practices throughout the candidate journey.

E. Financial Management and Profitability

Prepare the annual revenue budget and operating plan for the Overseas Recruitment Division.

Establish monthly and quarterly revenue, gross margin, and profitability targets.

Monitor recruitment costs, marketing expenditure, manpower costs, travel expenses, and other operating expenses.

Ensure that employer invoices are raised promptly and outstanding payments are collected within agreed credit periods.

Monitor client-wise profitability, recruitment cost per deployment, and the financial performance of each recruitment project.

Control expenditure within the approved budget.

Prepare monthly business performance reports for the Chairman / Managing Director.

Identify opportunities to improve margins, reduce avoidable costs, and increase revenue per client.

Ensure that no commercial commitments outside the GM's delegated financial authority are made without prior approval.

F. Legal and Regulatory Compliance

Ensure that the Company's overseas recruitment activities comply with applicable Indian laws and regulations, including relevant Ministry of External Affairs requirements and emigration regulations.

Ensure that the Company maintains all required registrations, licences, approvals, and authorisations applicable to its recruitment activities.

Ensure compliance with the applicable labour, immigration, work permit, employment, and recruitment requirements of destination countries.

Ensure that employer agreements, recruitment mandates, candidate documents, and employment contracts are properly maintained.

Ensure that recruitment charges, where applicable, are lawful, properly disclosed, and compliant with relevant regulations.

Prevent misleading job advertisements, unauthorised recruitment practices, fraudulent documentation, and improper handling of candidate funds or personal information.

Coordinate with legal advisers, compliance professionals, auditors, and government authorities when required.

Report any significant compliance breach, legal notice, suspected fraud, or regulatory risk to the Chairman / Managing Director immediately.

G. Team Leadership and Human Resource Management

Recruit, train, supervise, and develop the recruitment and business development teams, subject to approved manpower plans.

Allocate responsibilities and performance targets to team members.

Establish clear individual KPIs for business development executives, recruiters, documentation staff, and other personnel.

Conduct regular performance reviews and provide guidance to improve productivity.

Maintain discipline, accountability, teamwork, and professional conduct.

Identify training needs in international recruitment, client servicing, recruitment technology, documentation, and compliance.

Recommend recruitment, promotion, incentives, and disciplinary action in accordance with Company policy and delegated authority.

H. MIS, Reporting and Business Review

The GM shall submit regular reports to the Chairman / Managing Director covering:

New overseas clients acquired and active employer accounts.

Job orders received, vacancies available, and recruitment mandates secured.

Candidates sourced, interviewed, selected, offered employment, and deployed.

Country-wise and sector-wise recruitment performance.

Revenue achieved against budget and recruitment-wise profitability.

Outstanding receivables and overdue client payments.

Candidate complaints, employer complaints, replacements, and cancellations.

Compliance status, pending documentation, and potential risks.

Team performance against assigned targets.

Business development pipeline and projected recruitment revenue for the next three months.

3. Key Performance Indicators (KPIs)

The GM's performance shall be assessed against agreed annual and quarterly targets, including:

Performance Area Suggested KPI

Business development Number and value of new employer contracts secured

Recruitment volume Number of successful candidate deployments

Revenue Achievement of approved monthly and annual revenue targets

Profitability Achievement of approved gross margin and operating profit targets

Recruitment efficiency Average time taken to fulfil employer requirements

Client retention Repeat business and retention of active employer accounts

Candidate quality Employer satisfaction and candidate suitability

Collections Timely collection of employer receivables

Compliance Compliance with applicable laws, licences, and Company policies





Team performance Achievement of departmental targets and productivity

Reporting Timely and accurate submission of management reports

Specific numerical targets shall be approved by the Chairman / Managing Director at the beginning of each financial year.

4. Authority and Accountability

The General Manager shall have authority to manage the Overseas Recruitment Division within the approved business plan, budget, and delegated powers.

The GM shall be authorised to:

Direct and supervise the recruitment and business development teams.

Conduct employer meetings and negotiate commercial terms within approved limits.

Recommend recruitment campaigns, marketing initiatives, and business development expenditure.

Approve routine operational expenditure within the delegated authority.

Recommend appointments, performance incentives, and disciplinary measures for departmental employees.

Establish operational procedures, subject to management approval.

The following matters shall require prior written approval from the Chairman / Managing Director or other duly authorised signatory:

Execution of major employer contracts or agreements outside approved commercial limits.

Commitments involving substantial financial exposure or exceptional credit terms.

Expenditure exceeding the approved budget or delegated authority.

Appointment or termination of senior management personnel, where reserved for the Board or Chairman.

Opening new international offices or entering new markets involving significant investment.

Settlement of major disputes, legal claims, or regulatory matters.

Any activity that may materially affect the Company's financial position, reputation, or legal standing.

The GM shall not have authority to bind the Company beyond the powers expressly delegated in writing.

5. Qualifications and Experience

Educational Qualifications

Graduate degree in Business Administration, Management, Commerce, Human Resources, or a related discipline.

MBA or relevant postgraduate qualification preferred.

Professional Experience

Preferably 8–12 years of relevant professional experience, including substantial experience in overseas recruitment, international manpower placement, or recruitment business management.

Proven experience in business development and acquisition of international employer clients.

Demonstrated ability to manage recruitment operations, teams, budgets, and client relationships.

Knowledge of overseas employment processes, immigration documentation, and applicable recruitment regulations.

Experience in achieving revenue and profitability targets.

Core Competencies

Strong business development and negotiation skills.

Excellent communication and relationship management abilities.

Commercial awareness and financial discipline.

Leadership, decision-making, and problem-solving capabilities.

Robust organisational and reporting skills.

Integrity, confidentiality, and commitment to ethical recruitment.

6. Terms of Performance Review

The GM shall be subject to an initial performance review after three months and a comprehensive performance assessment after six months, followed by annual reviews.

Continuation, incentives, increments, and other performance-related benefits shall be determined in accordance with the employment agreement and Company policy.

The GM shall be accountable for achieving the approved business objectives while ensuring compliance with applicable laws and maintaining the Company's reputation.

7. General Clause

The General Manager shall perform such other duties and responsibilities as may reasonably be assigned by the Chairman / Managing Director from time to time in furtherance of the Company's overseas recruitment business.

To make this appointment commercially effective, I suggest adding three important elements to the GM's employment terms.

1. Set measurable business targets

Do not appoint the GM on responsibilities alone. Give the person a defined business target.

For example, establish targets for:

New overseas employer contracts per quarter.

Number of candidates successfully deployed per month.

Annual recruitment revenue and operating profit.

Client payment collection and outstanding receivables.

Repeat business from existing employers.

Compliance and candidate satisfaction.

Targets should be realistic and based on the Company's existing business, team strength, recruitment sectors, and working capital.

2. Link incentives to actual performance

Consider a performance bonus linked to realised revenue and profitability, rather than merely the number of candidates selected or job orders received. This encourages the GM to bring in commercially viable business and ensure collections.

3. Keep the GM accountable to the Chairman

I recommend a clear reporting structure:

Pay: ₹30,000.00 - ₹60,000.00 per month

Benefits:

- Cell phone reimbursement

Work Location: In person

📌 General Manager (Palakkad)
🏢 Evighed Solutions
📍 Palakkad