About ICE Intelligent Consulting Engineers (ICE) is a global structural engineering and BIM consultancy, founded in 2015, specializing in precast concrete engineering and BIM for data centers and hyperscale infrastructure. Headquartered in Estonia with delivery operations in India and entities in the USA, Finland and Canada, ICE serves clients in 15+ countries with a team of around 300 engineers and BIM professionals.

Key Responsibilities

1. Talent sourcing and outreach

- Build and maintain relationships with engineering colleges, polytechnics, universities and placement cells (civil, structural, architecture and related disciplines).
- Identify suitable final-year students and recent graduates through campus drives, job portals, LinkedIn, alumni networks and referrals.
- Plan and run campus presentations, seminars and webinars introducing ICE and the ICE Launchpad Program.
- Maintain a healthy pipeline of candidates aligned to each training batch's intake targets.

2. Screening and selection

- Screen candidates for aptitude, technical basics, communication and attitude.
- Coordinate aptitude tests, technical assessments and interviews with department heads.
- Assess genuine interest and long-term commitment before selection. • Manage offer letters, joining formalities and batch onboarding for the program.

3. Industry and program advocacy

- Explain BIM and the precast industry to candidates: what the work is, where it is used, and how it is growing.
- Present ICE's global footprint, project portfolio (including data centres and hyperscaler infrastructure) and career paths.
- Clearly communicate the advantages of training with ICE: free industry-specific training, paid stipend phase, exposure to international projects, and a route to a full time role.
- Handle candidate and parent questions honestly,



setting clear expectations about the program's structure and conditions.

4. Training progress tracking

- Act as the single point of contact for trainees throughout the 6-month program.
- Follow up regularly with both trainees and trainers on attendance, learning progress, assignments and behavior.
- Identify trainees who are struggling early and agree corrective actions with trainers.
- Collect trainee feedback on training quality and share improvement suggestions with the training team.

5. Monthly report cards and evaluation

- Prepare a monthly report card for each trainee covering technical skills, productivity, quality, attendance, attitude and trainer feedback.
- Share consolidated batch reports with trainers, department heads and management.
- Maintain accurate records of each trainee's progress across the program.

6. Conversion to full-time employment

- Coordinate with trainers, department heads and management at the end of the program to decide which trainees receive full-time offers.
- Match successful trainees to departments based on performance and business requirements.
- Coordinate offer rollout and handover to HR for formal onboarding as employees.
- Communicate outcomes respectfully to trainees who are not converted.

7. Mentorship, engagement and retention

- Mentor trainees through the full 6 months and their transition into full-time roles.
- Keep trainees engaged and motivated through regular check-ins, recognition, peer activities and exposure to senior engineers and management.
- Proactively spot and address drop-out risks and concerns.
- Track retention of converted trainees and work with HR and department heads to keep them with ICE long term.

8. Program reporting and improvement

- Report key program metrics to management (see KPIs below).
- Recommend improvements to sourcing, selection criteria, training content and engagement based on data and feedback.

📌 Campus Talent & Trainee Success Manager (Chandigarh)
🏢 Intelligent Consulting Engineers And Builders Priv Ate
📍 Chandigarh