National Recruitment Head

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

• 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.
  

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.
  

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

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.

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.

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
  

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

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
  

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

• 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.
  

• MBA/PGDM in HR preferred.
  
• Graduate degree from a reputed institution.
  

• 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.
  

Candidates from organizations such as:

• FMCG
  
• Consumer Durables
  
• Telecom
  
• BFSI
  
• E-commerce
  
• Renewable Energy
  
• Manufacturing
  
• Large retail organizations
  
• High-growth startups
  

will be preferred.

• 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
  

• 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
  

• Audit existing recruitment process.
  
• Analyze current vacancies and hiring funnel.
  
• Map recruiter productivity.
  
• Identify hiring bottlenecks.
  
• Create national manpower dashboard.
  
• Build recruitment SOPs.
  

• 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.
  

• 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.
  

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 New and Renewable Energy (MNRE). These accolades validate the company's position as a leader in India's rapidly evolving clean energy landscape.

• MBA/PGDM in HR preferred.
  
• Graduate degree from a reputed institution.
  

• 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.
  

Candidates from organizations such as:

• FMCG
  
• Consumer Durables
  
• Telecom
  
• BFSI
  
• E-commerce
  
• Renewable Energy
  
• Manufacturing
  
• Large retail organizations
  
• High-growth startups
  

will be preferred.

• 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
  

• 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
  

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