Job Description

Job Description – National Recruitment Head Position: National Recruitment Head Department: Human Resources Location: Corporate Office / India Reporting To: CHRO / CEO Experience: 10–15+ years Industry Preference: Solar / Renewable Energy / Manufacturing / FMCG / Consumer Durables / BFSI / Telecom / Large Sales Organizations 1. Role Purpose 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 2. Key Responsibilities 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: 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. 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: Naukri / LinkedIn / Indeed Employee referrals Campus hiring ITI / Polytechnic / Engineering colleges MBA colleges Recruitment agencies Local employment networks Walk-in drives WhatsApp recruitment Social media recruitment Apprenticeship programs Internal mobility Community/local hiring 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 proposition 3. 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 4. Leadership Responsibilities 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. 5. Ideal Candidate Profile 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 will be preferred. 6. Critical Competencies Must Have 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 Leadership Traits 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 7. First 90-Day Deliverables First 30 Days Audit existing recruitment process. Analyze current vacancies and hiring funnel. Map recruiter productivity. Identify hiring bottlenecks. Create national manpower dashboard. Build recruitment SOPs. 31–60 Days 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. 61–90 Days 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. 8. Success Definition 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 : hr@loomsolar.com 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. Requirements 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 will be preferred. 6. Critical Competencies Must Have 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 Leadership Traits 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 Benefits 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