Recruitment Lead Technical & Blue-Collar Hiring

We are hiring one person to own technician and fire-crew hiring end to end, and to turn a 90 live vacancies backlog into a running pipeline.

Title

Recruitment Lead — Technical & Blue-Collar Hiring (Assistant Manager / Manager grade)

Base location

Marol, Mumbai (Elixir Engineering Head office)

Hiring geographies

Roha and Mahad MIDC belts (Raigad), Vapi–Valsad GIDC belt (Gujarat), Mumbai high-rise properties

Reports to

CMD

Team

3 junior recruiters, direct reports from day one

External panel

7–8 recruitment agencies, plus Naukri, LinkedIn, JobsIndia and field channels

Travel

8–10 days a month to plant sites, ITI campuses and source districts. Non-negotiable.

Current open positions

90+

Experience

4–6 years in high-volume technical or blue-collar hiring.

This is a working lead role, not a supervisory one. You will carry your own requisitions and the team's numbers at the same time.

Why this role exists

We have over 90 live vacancies across two talent pools that have almost nothing in common, and our present setup is not closing them.

Pool 1 — ITI technicians for chemical plants. Utility operators, fitters, electricians, and allied trades deployed at client plants in the Roha and Mahad MIDC belts and the Vapi–Valsad GIDC belt. ITI-qualified, mostly migrant, highly sensitive to accommodation, wage-in-hand and travel distance. Supply does not sit on job portals. It sits in ITI institutes, apprenticeship batches, referral chains and the source districts these workers come from.

Pool 2 — Fire marshals and fire system technicians for Mumbai high-rises. Deployed at residential and commercial towers to operate and maintain fire detection, alarm, sprinkler and pump systems. Screened on conduct and reliability as much as on skill, because they sit on a resident-facing post. Shift-based, locally resident, and competed for by facility management and security agencies.

Three junior recruiters, eight agencies and three job portals are all in play already. The backlog says the problem is not tool access — it is that nobody owns the pipeline as a system. That is the gap this role fills.

What you will own

1. Build a standing technician pipeline, not a reactive one. Open direct channels into ITI institutes and apprenticeship batches across Raigad, Ratnagiri, Sindhudurg, Khandesh, Marathwada and the Gujarat belt, plus the migrant source states our workers already come from. Run bulk drives and walk-in camps at source, not only at site. Build a live bench so a requisition is filled from stock, not from scratch.

2. Build the Mumbai fire-crew channel. Fire marshals and fire system technicians come from a different market — fire safety service companies, facility management firms, security agencies, and fire-and-safety diploma institutes. Build named-source relationships there and a referral engine among the crews we already deploy.

3. Run the agency panel as a performance panel. Eight agencies with no scorecard is eight agencies working at their own pace. Put every agency on a written mandate with fill targets, turnaround times, a replacement guarantee, and a payment structure tied to joining and 90-day survival. Rank them monthly. Cut the bottom, feed the top, and add specialists where the panel has a geographic hole.

4. Lead and raise the three junior recruiters. Split the desk by pool and belt so each recruiter has clear ownership instead of overlapping on the same requisitions. Set daily call and screening targets. Sit in on their screening calls. Train them on the trades — a recruiter who cannot tell a utility operator from a shift fitter will keep sending the wrong profiles.

5. Run recruitment as a measured funnel. Own one tracker that shows, by requisition: sourced,



screened, interviewed, selected, offered, joined, and still-on-roll at 90 days. Report leakage weekly with a reason attached to every drop. Offer-to-joining ratio is the number this business lives on, and it is yours.

6. Close the gap between selection and deployment. Medical fitness, documentation, PF and ESIC onboarding, CLRA and contractor compliance, police verification where the posting demands it, safety induction, travel and accommodation. A selected candidate who cannot be put on site is not a fill. Work with HR, Accounts and site in-charges so nobody stalls at this stage.

7. Hold the market intelligence. Know what competing contractors and agencies pay for each trade in each belt, what accommodation and food arrangements they offer, and when a client plant's own hiring drive is about to drain our pool. Bring that back to management before it costs us a crew, not after.

Who we are looking for

Experience that counts

- 4–6 years in high-volume hiring of ITI, diploma or trade-certified workers. Two years will do if it was bulk hiring at a manpower staffing firm, an industrial contractor, or a facility management company.
- Demonstrated volume. Tell us how many people you put on the ground last year, not how many CVs you sourced.
- Hands-on experience hiring at least two of: utility and boiler operators, fitters, electricians, instrument or maintenance technicians, riggers, welders, fire marshals, fire system or safety technicians, security and FM staff.
- Experience hiring for or deploying into chemical, pharmaceutical, petrochemical, refinery, engineering, EPC, MEP or facility management environments.
- Proven field sourcing — ITI and polytechnic campus tie-ups, apprenticeship and NAPS pools, walk-in drives, recruitment camps in source districts, referral schemes. Portal-only recruiters will not clear our screen.
- Experience managing external recruitment vendors on commercials and SLAs, not just forwarding requirements to them.

Capability we will test for

- You can read a technician's profile properly — trade certification, NCVT or SCVT, apprenticeship, plant and equipment exposure, shift history, safety training. Trade knowledge is screened for, not assumed.
- You run a funnel on numbers. You can explain your own offer-to-joining ratio and what you did when it fell.
- You can hold a candidate from offer to joining. Blue-collar offers leak, and the recruiters who win are the ones who stay on the phone.
- You are comfortable with statutory onboarding: PF, ESIC, CLRA, contract labour documentation, medical fitness, police verification, safety induction.
- You are comfortable in a tracker or ATS and will keep data clean. Our management reporting runs on it.

Non-negotiables

- Fluent Hindi and Marathi. Working Gujarati is close to essential for the Vapi–Valsad belt.
- Willing and able to travel 8–10 days a month to sites, institutes and source districts, often at short notice.
- Based in or willing to relocate to Mumbai or the Navi Mumbai–Raigad corridor.
- Graduate in any discipline. An MSW, MBA in HR or PGDM in HR is welcome but we will not hold it against a robust field recruiter who has none.
- Honest with numbers. We would rather hear a shortfall on Monday than a surprise on month end.

What will move you to the top of our list
- You have hired into the Roha, Mahad, Taloja, Patalganga, Vapi,



Sarigam or Ankleshwar industrial belts and know the local labour market first-hand.
- You already hold live relationships with ITI principals, placement officers or training institutes in Maharashtra or Gujarat.
- You have hired fire and safety manpower — fire marshals, fire system technicians, safety officers — for high-rises, malls, hospitals or IT parks.
- You have worked inside a manpower staffing or contract-labour business and understand margin, billing rate and deployment economics, not just hiring.
- You have built or run a referral programme that actually produced joiners.
- You know the migrant sourcing corridors — Uttar Pradesh, Bihar, Jharkhand, Odisha, West Bengal, Chhattisgarh — and have hired through them.
- You have handled mobilisation for a project ramp-up, where 40 or 50 people had to be on site by a fixed date.
- You have run a recruitment drive end to end: venue, outreach, screening panel, selection, offer on the spot.

Who this role is not for We are saying this plainly to save everyone's time.
- IT, ITeS, BPO or white-collar corporate recruiters with no trade or industrial hiring behind them.
- Recruiters whose entire method is a Naukri search, a bulk mailer and a follow-up call. We already have that capability and it is not clearing the backlog.
- Anyone who wants a desk job. A meaningful part of this role is on the road, at plant gates, at ITI campuses and in source districts.
- Anyone uncomfortable being measured weekly on joiners.

What we offer
- A fixed salary benchmarked to the upper half of the market for this profile, plus a quarterly incentive tied to joiners and 180-day retention — so that closing positions pays you, not just pleases us.
- Ownership. You will not be routing requisitions through four layers. You set the sourcing strategy, you choose the agency panel, you run the team.
- Budget for drives, campus tie-ups, referral payouts and travel, agreed up front rather than approved case by case.
- Direct access to management. Escalations on wages, accommodation or client timelines get a decision in days.
- A clear growth path to Sr. Manager and then Head of Talent Acquisition as our deployment base grows.

Compensation: 7.0–8.0 lakh fixed CTC depending on experience and track record, plus a quarterly incentive of 1.5–2.0 lakh a year linked to candidates who join and complete 180 days on roll. Travel, outstation per diem, conveyance and mobile are reimbursed over and above CTC. We pay the incentive on six-month retention rather than on joining, deliberately — a joiner who leaves in 3 months is a vacancy created, not a position filled.

How to apply

Send your CV to [email protected] with the subject line Recruitment Lead — Technical Hiring, and answer these four questions in the body of your mail. We read the answers before we read the CV.

1. How many people did you personally get to join and report to duty in the last 12 months? Break it up by trade or role.
2. What was your offer-to-joining ratio, and what did you do about the drop-offs?
3. Name the sourcing channels you built yourself, outside job portals and agencies.
4. Describe one hiring mandate you failed to close, and what you would do differently.

Selection process

1. Online Interview — 30 minutes, on your numbers.
2. Final discussion with management, and reference checks with two past employers or clients.

About Elixir Engineering Elixir Engineering Pvt. Ltd. Is a company of repute with over 30 year in the field of Fire Safety and Industrial Utility Operations. Its current strength is 500+ employees deployed across various chemical industries and Highrise buildings. Elixir is charting an ambitious path of growth over the next 3-5 years.It currently has offices in Mumbai, Lote & Valsad.

📌 Talent Acquisition Specialist (Mumbai)
🏢 Elixir Engineering
📍 Mumbai