Job Description – National Recruitment Head

Position: National Recruitment Head

Department: Human Resources

Location: Corporate Office / India

Reporting To: CHRO / CEO

Experience: 10–15+ years

Industry Preference: Solar / Renewable Energy / Manufacturing
/ FMCG / Consumer Durables / BFSI / Telecom / Large Sales Organizations

1. Role Purpose

The National Recruitment Head will own the end-to-end
recruitment strategy and execution across India and build a
high-performance talent acquisition engine capable of hiring large numbers of
employees quickly without compromising quality.

The person will be responsible for building recruitment
systems, talent pipelines, recruitment teams, campus relationships, recruitment
partners, employee referral programs, field hiring infrastructure and
technology-enabled hiring processes.

The key objective is to ensure:

Right Person × Right Role × Right Location ×
Right Time × Right Cost

2. Key Responsibilities

A. National Recruitment Strategy

- Develop
and execute the annual national recruitment plan aligned with business
growth.

- Convert
manpower plans into monthly and quarterly hiring targets.

- Build
recruitment strategies for:

- Sales

- Manufacturing

- Engineering

- Service

- Contact
Center

- Supply
Chain

- Finance

- Technology

- Corporate
functions

- Leadership
positions

- Create
hiring capacity plans for rapid business expansion.

- Develop
city-wise, state-wise and function-wise talent pools.

B. High-Volume Recruitment

Build capability to hire 100–500+ employees per
month when required.

- Establish
centralized and regional recruitment teams.

- Create
recruitment hubs for major states and cities.

- Build
continuous pipelines for sales and field employees.

- Develop
local hiring channels for ASM/TSM/TSO/sales executives/service engineers.

- Create
walk-in and mass-hiring mechanisms.

- Establish
recruitment campaigns for new market launches.

C. Recruitment Team Management

Build and manage a national recruitment organization
consisting of:

- National
Talent Acquisition team

- Regional/Zone
recruiters

- State
recruiters

- Recruitment
coordinators

- Campus
recruitment team

- Recruitment
operations team

- Recruitment
MIS/analytics team

Set clear productivity targets such as:

Recruiter → Interviews → Offers → Joining →
90-day Retention

D. Recruitment Technology & Process

Build a technology-driven recruitment engine using
ATS/HRMS and digital tools.

Own:

- Job
requisition process

- Candidate
sourcing

- Screening

- Interview
scheduling

- Assessment

- Offer
management

- Background
verification

- Joining

- Recruitment
MIS

- Candidate
database

- Recruitment
analytics

Integrate recruitment systems with HRMS and employee
onboarding systems.

E. Talent Acquisition Channels

Develop multiple sourcing channels:

1. Naukri
/ LinkedIn / Indeed

2. Employee
referrals

3. Campus
hiring

4. ITI /
Polytechnic / Engineering colleges

5. MBA
colleges

6. Recruitment
agencies

7. Local
employment networks

8. Walk-in
drives

9. WhatsApp
recruitment

10. Social
media recruitment

11. Apprenticeship
programs

12. Internal
mobility

13. Community/local
hiring

14. Industry
networking

The objective should be to reduce dependence on
recruitment agencies through internal talent pipelines.

F. Campus Recruitment

Build relationships with:

- IITs

- NITs

- IIMs

- Tier-1
MBA colleges

- Engineering
colleges

- Polytechnic
colleges

- ITIs

- Local
universities

Create structured programs for:

- Management
trainees

- Graduate
engineers

- Sales
trainees

- Manufacturing
trainees

- Internships

- Apprenticeships

- Leadership
pipeline

G. Recruitment Partner Management

Build and manage a national network of recruitment
partners.

Responsibilities include:

- Agency
empanelment

- Commercial
negotiation

- SLA
management

- Candidate
quality monitoring

- Replacement
tracking

- Agency
productivity

- Cost
optimization

Create an Agency Scorecard based on:

CV Quality | Interview Conversion | Joining Rate
Retention | Cost per Hire | TAT

H. Employer Branding

Work closely with HR and Marketing to position the
company as an employer of choice.

Build:

- Careers
website

- Employee
stories

- Campus
brand

- Social
media recruitment campaigns

- Employee
referral campaigns

- Recruitment
videos

- Leadership
communication

- Employer




value proposition

3. Recruitment KPIs

The National Recruitment Head will be measured on:

KPI

Target

Hiring achievement

≥95% of approved plan

Time to hire

Role-specific SLA

Offer-to-joining ratio

≥85%

90-day retention

≥90%

Cost per hire

Within budget

Recruiter productivity

Defined monthly target

Agency dependency

Continuous reduction

Internal hiring

Increasing annually

Candidate experience

≥90% positive

Critical-position closure

Within agreed SLA

Hiring quality

Strong 90-day performance

4. Leadership Responsibilities

- Build a high-performance recruitment culture.

- Set
daily, weekly and monthly recruitment reviews.

- Conduct
weekly hiring war-room meetings for critical positions.

- Create
recruitment dashboards for CEO/CHRO.

- Identify
hiring bottlenecks and remove them quickly.

- Coach
recruiters and regional HR teams.

- Build
succession plans for critical recruitment roles.

- Establish
recruitment SOPs and governance.

5. Ideal Candidate Profile

Education

- MBA/PGDM
in HR preferred.

- Graduate
degree from a reputed institution.

Experience

- 10–15+
years of recruitment experience.

- Strong
experience in large-scale/high-volume hiring.

- Experience
managing geographically distributed recruitment teams.

- Experience
hiring sales/field/manufacturing/service employees preferred.

Preferred Background

Candidates from organizations such as:

- FMCG

- Consumer
Durables

- Telecom

- BFSI

- E-commerce

- Renewable
Energy

- Manufacturing

- Large
retail organizations

- High-growth
startups

will be preferred.

6. Critical Competencies

Must Have

- High-volume
recruitment

- Talent
acquisition strategy

- Recruitment
analytics

- Team
leadership

- Campus
hiring

- Field-force
hiring

- Agency
management

- Negotiation

- Employer
branding

- ATS/HR
technology

- Data-driven
decision making

- Strong
execution ability

Leadership Traits

- High
ownership

- Very
strong execution orientation

- Speed
of decision-making

- Data-driven
mindset

- Strong
stakeholder management

- Ability
to work under aggressive hiring targets

- Ability
to build teams and systems

- Strong
communication

- Problem-solving
mindset

7. First 90-Day Deliverables

First 30 Days

- Audit
existing recruitment process.

- Analyze
current vacancies and hiring funnel.

- Map
recruiter productivity.

- Identify
hiring bottlenecks.

- Create
national manpower dashboard.

- Build
recruitment SOPs.

31–60 Days

- Build
state-wise recruitment strategy.

- Establish
recruitment targets and SLAs.

- Strengthen
recruitment agencies and sourcing channels.

- Launch
employee referral program.

- Build
talent pools for critical positions.

- Establish
weekly recruitment review mechanism.

61–90 Days

- Build
scalable national recruitment organization.

- Launch
campus hiring calendar.

- Implement
recruitment dashboard.

- Reduce
time-to-hire.

- Improve
offer-to-joining ratio.

- Establish
talent pipelines for future expansion.

8. Success Definition

The National Recruitment Head should build a recruitment
organization where the company can rapidly answer:

“How many people do we need, where do we need
them, when do we need them, and where will we find them?”

The ultimate goal is to create a predictable, technology-enabled and
scalable national talent acquisition engine that supports aggressive
business growth without compromising hiring quality.

What we offer?

1. Freedom
: We allow you freedom to “follow your passion”

2. Opportunity
to work with India’s fastest growing SMB Company

3. Regular
Training of Professional Skills such as Leadership, Problem Solving and Product
offerings.

4. Multifold
chances increase to build the career in Solar Energy Sector

5. Exponential
Growth in Salary and other remuneration

6. Great
learning curve and hand on experience with leadership team about solar in
future

What You Can Expect?

Work
Timing : 10:00 am to 7:00 pm (Monday to
Saturday)

Education : MBA

Address : Loom Solar Pvt Ltd (14/4 Mathura Road,



Faridabad 121003)

Contact : Muskan Singh

Gender : Male / Female

Job
Type : Full Time

Job
Location : Faridabad

Industry
Type : Renewable Solar Energy

Pay
Types : Fix Pay and Performance Incentives

Support : [email protected]

About the Company

Loom Solar, a pioneering solar technology
company founded in 2018 and headquartered in Faridabad, Haryana, has rapidly
emerged as a key player in India's clean energy revolution. By challenging
traditional business models, the company has positioned itself as one of the
fastest-growing pure-play solar solutions providers in rural India, with a
strategic focus on the high-growth residential segment.

Our mission is to
make solar energy accessible and reliable for a decentralized, digital-first
India, aligning closely with national initiatives like 'Make in India' and
'Atmanirbhar Bharat' and empower 1 million homes by 2030.

Strong Manufacturing & Service Backbone with Human Impact

Our growth is underpinned by
world-class manufacturing capabilities and a customer-first service ecosystem:

- PV Modules: Planned 1.2 GW
manufacturing capacity, including India’s most efficient “Shark Series”
monocrystalline, bifacial, TOPCon, and HJT modules (10W–730W) in addition
to the existing 300 MW manufacturing capacity

- Inverter & Batteries: 100 MW production
capacity of high-performance lithium-ion batteries (1kWh–100kWh), offering
reliable storage and hybrid solutions. New Factory 1.2 Gwh under
development in Meerut, Uttar Pradesh.

- Service Infrastructure: A dedicated team of 30
ground professionals ensuring rapid response and customer satisfaction.

- Ground Sales Team: 200 specialists driving
awareness and adoption across India.

- Warehousing: 6 strategically located
local warehouses for swift product availability.

- Distribution Network: Over 10,000
active dealers & distributors, empowering strong last-mile
connectivity.

Today, Loom Solar
has powered 200,000+ homes across India, with an active network
in 500 districts and 24 states. This presence is amplified by a
strong digital pull and brand trust.

Awards and Accolades: A Testament to Excellence

Loom Solar's
innovative business practices and market success have earned it significant
national and international recognition. The company has been honored with
awards, including the "Energy Business of the Year" by India's Union
Minister of MSME and Road Transport, and "India's Fastest Growing D2C
Brand" by Inc42. It was also recognized as the "Fastest Growing
SMB of the Year" by Amazon.

Loom Solar's
commitment to quality is underscored by its ISO 9001-2015 certification and its
solar panels being approved by the Ministry of Current and Renewable Energy
(MNRE). These accolades validate the company's position as a leader in
India's rapidly evolving clean energy landscape.

Requirements

Education

- MBA/PGDM
in HR preferred.

- Graduate
degree from a reputed institution.

Experience

- 10–15+
years of recruitment experience.

- Strong
experience in large-scale/high-volume hiring.

- Experience
managing geographically distributed recruitment teams.

- Experience
hiring sales/field/manufacturing/service employees preferred.

Preferred Background

Candidates from organizations such as:

- FMCG

- Consumer
Durables

- Telecom

- BFSI

- E-commerce

- Renewable
Energy

- Manufacturing

- Large
retail organizations

- High-growth
startups

will be preferred.

6. Critical Competencies

Must Have

- High-volume
recruitment

- Talent
acquisition strategy

- Recruitment
analytics

- Team
leadership

- Campus
hiring

- Field-force
hiring

- Agency
management

- Negotiation

- Employer
branding

- ATS/HR
technology

- Data-driven
decision making

- Strong
execution ability

Leadership Traits

- High
ownership

- Very
strong execution orientation

- Speed
of decision-making

- Data-driven
mindset

- Strong
stakeholder management

- Ability
to work under aggressive hiring targets

- Ability
to build teams and systems

- Strong
communication

- Problem-solving
mindset

Benefits

1. Freedom
: We allow you freedom to “follow your passion”

2. Opportunity
to work with India’s fastest growing SMB Company

3. Regular
Training of Professional Skills such as Leadership, Problem Solving and Product
offerings.

4. Multifold
chances increase to build the career in Solar Energy Sector

5. Exponential
Growth in Salary and other remuneration

6. Great
learning curve and hand on experience with leadership team about solar in
future

📌 National Recruitment Head (Faridabad)
🏢 Important Company of the Sector
📍 Faridabad