1 Bulk & Lateral Hiring (Core Mandate)
► End-to-End Recruitment: Own the complete recruitment lifecycle — requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure — for a high volume of concurrent open positions.
► Bulk Hiring: Plan and execute large-volume hiring drives (walk-ins, hiring days, campus-linked bulk drives) for roles such as sales, service/technical, warehouse, and support functions.
► Lateral Hiring: Independently manage niche and mid-to-senior lateral positions requiring targeted, precision sourcing across specialised skill sets.
► Multi-Requisition Management: Simultaneously manage a large, diverse requisition load across multiple functions and locations without losing pace or quality on any single role.
► TAT Ownership: Track every open position against its TAT, proactively flag risks, and course-correct sourcing strategy to keep every requisition on schedule.
2 Sourcing & Job Portal Expertise
► Portal Mastery: Expert-level, hands-on working knowledge of all major job portals and sourcing platforms (Naukri, LinkedIn Recruiter, IIM Jobs, Indeed, Foundit, referral platforms, etc.), including advanced/Boolean search techniques.
► Channel Optimisation: Continuously evaluate and optimise the sourcing-channel mix (portals, referrals, consultants, campus, social media) for cost and speed.
► Pipeline Building: Proactively build and maintain a warm pipeline of active and passive candidates for recurring and hard-to-fill roles, so positions can be filled faster than a cold start.
► Employer Branding: Represent Vashi professionally to candidates at every touchpoint, ensuring a strong candidate experience that supports the employer brand.
3 Stakeholder Management
► Hiring Manager Partnership: Build strong, trusted working relationships with hiring managers and functional leaders across the business; understand role nuances beyond the JD.
► Requirement Definition: Proactively challenge vague or unrealistic requirements, guide hiring managers toward a hireable, market-aligned candidate profile.
► Expectation Management: Set clear timelines and expectations with stakeholders on every requisition; communicate proactively on progress, roadblocks, and trade-offs.
► Influence Without Authority: Confidently push back on interview delays or scope creep, and drive hiring managers toward timely decisions to protect TAT.
4 Offer Management & Closure
► Negotiation: Lead compensation discussions within approved bands; manage counter-offers and competing offers to maximise offer-acceptance rates.
► Candidate Closure: Own the candidate relationship through to joining — proactive follow-ups, pre-boarding engagement, and offer-drop mitigation.
► Documentation & ATS: Maintain clean, current requisition and candidate data in the ATS; ensure hiring documentation meets internal audit standards.
5 Reporting & Continuous Improvement
► Metrics Ownership: Track and report TAT, cost-per-hire, source-mix effectiveness, and offer-to-joining ratio across the requisition portfolio.
► Process Improvement: Identify recurring bottlenecks in the hiring funnel and recommend process or sourcing changes to improve speed and quality.
REQUIRED EXPERIENCE
► Recruitment Depth: 5–8 years of experience in recruitment, with 100% of that experience in hands-on hiring — no generalist/HR-operations background required.
► Bulk Hiring: Proven track record of running high-volume bulk hiring drives with strong closure rates.
► Lateral Hiring: Demonstrated success independently closing niche and mid/senior lateral positions across multiple functions.
► Multi-Tasking at Scale: Experience managing a large, concurrent requisition load (20+ open positions at a time) across locations/functions.
► Industry Background: Experience recruiting for industrial, B2B distribution, retail, manufacturing, or a similarly sales/operations-heavy environment is strongly preferred.
MUST-HAVE SKILLS
► Job Portal Expertise: Deep, current, hands-on expertise across all major job portals and sourcing tools, including advanced Boolean/X-ray search.
► Stakeholder Management: Strong, confident stakeholder-management skills — able to influence, negotiate, and drive hiring managers toward timely decisions.
► TAT Discipline: Proven ability to consistently work within and protect tight TATs across multiple simultaneous hiring needs.
► Volume Handling: Strong organisational skills to manage a high, diverse requisition load without dropping quality.
► Negotiation: Skilled at offer negotiation and closing candidates against competing offers.
► Communication: Excellent verbal and written communication; confident engaging candidates and stakeholders at all levels.
► ATS/Systems: Comfortable working within an ATS and MS Excel for pipeline tracking and reporting.
PREFERRED QUALIFICATIONS
► Education: Bachelor's degree in any discipline; a postgraduate degree/diploma in HR (MBA/PGDM – HR) is an advantage.
► Certifications: Certification in Talent Acquisition / Recruitment (e.g. LinkedIn Certified Recruiter, AIRS/similar) is a plus.
► Prior Employer Type: Background in a staffing/RPO firm or an in-house recruitment team handling high-volume hiring is a strong differentiator.
