Sales Recruitment Head

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:

o Sales

o Manufacturing

o Engineering

o Service

o Contact Center

o Supply Chain

o Finance

o Technology

o Corporate functions

o 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 proposition3. 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

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

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

Opportunity to work with India’s fastest growing SMB Company

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

offerings.

Multifold chances increase to build the career in Solar Energy Sector

Exponential Growth in Salary and other remuneration

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