Massive Charging is hiring a Recruitment Lead at its Gurgaon Office to own end-to-end talent acquisition
- sourcing, screening, interviewing, and closing. He/she will be reporting to the CEO. Massive Charging (https://massivecharging.com/) is building EV charging infrastructure in India
- full stack, hardware to software
- including the CMS, driver app, and APIs used by charge point operators, fleets, and cities across the country. The Role We're hiring a Recruitment Lead to build our talent acquisition function from the ground up. This isn't a role for someone who wants to run a well-oiled ATS someone else designed
- there is no existing playbook here. You'll be reporting directly to the CEO, with a mandate to design how MASSIVE finds, evaluates, and closes talent across engineering, operations, and business functions. If you want ownership over a real business function from day one
- not a cog role inside a large TA team
- this is that job.

What You'll Do
• Own end-to-end recruitment: sourcing, screening, interview coordination, offer negotiation, and closing, across all functions and levels.
• Build the recruitment engine from scratch
-

job description
templates, interview scorecards, sourcing channels, applicant tracking process, and employer branding.
• Partner directly with the CEO and function heads to translate hiring needs into role specs and push back where a request is vague or unrealistic.
• Build and manage a pipeline across multiple open roles simultaneously, in a fast-moving startup environment where priorities shift.
• Represent MASSIVE's culture and values accurately to candidates
- you are the first impression of the Company for every hire.
• Track and report hiring metrics (time-to-fill, source effectiveness, offer-acceptance rate) directly to the CEO.
• As the team grows, potentially hire and manage junior recruiting support. Who You Are




• 3-5 years of recruitment experience, ideally with some exposure to building or scaling a hiring function (not just executing against an existing one).
• High agency
- you don't wait for someone to fix the tool, approve the process, or hand you the budget before you get the role filled. You find a way, and you don't treat missing resources as a reason the job didn't get done.
• Excellent verbal and written communication
- this is non-negotiable. You will be corresponding with candidates, negotiating offers, and reporting to the CEO; sloppy or unclear communication is disqualifying regardless of other strengths.
• A genuine passion for recruitment as a “craft”, not a fallback career choice. This is a builder role
- someone doing this because they have to won't survive the ambiguity or put in the work to build process.
• Ownership and responsibility as a default mode of operating, not something that needs to be assigned.
• Self-starting, self-aware, and comfortable being self-critical
- you'll often be the only person in the building who knows what "positive" looks like for this function, so you need the judgment to know when your own process isn't working.
• Action-oriented with a deep-dive attitude
- curious enough to actually understand the roles you're hiring for (EV hardware, software, and operations are technical domains; you can't recruit well for what you don't understand).
• Comfortable with a startup's pace and ambiguity
- this is not a role with a fixed script. Deal-Breakers
• No passion for recruitment as a function
- this role is about building a team and a hiring culture, not filling requisitions on autopilot.
• Weak written or verbal communication of any kind.
• Discomfort with ambiguity or an expectation of a pre-built process to execute against. P.
S. If you’ve already been through our HR round for this role, please don’t re-apply.

📌 Massive Charging (Gurugram)
🏢 massive charging
📍 Gurugram