Massive Charging is building EV charging infrastructure in India, full stack from hardware to software, including the CMS, driver app, and APIs used by charge point operators, fleets, and cities across the country.
Massive Charging is hiring a Recruitment Lead at its Gurgaon Office to own end-to-end talent acquisition, including sourcing, screening, interviewing, and closing. He/she will be reporting to the CEO.
The Role
We're hiring a Recruitment Lead to build our talent acquisition function from the ground up. This isn't a role for someone who wants to run a well-oiled ATS someone else designed. There is no existing playbook here.
You'll be reporting directly to the CEO, with a mandate to design how MASSIVE finds, evaluates, and closes talent across engineering, operations, and business functions. If you want ownership over a real business function from day one, not a cog role inside a large TA team, this is that job.
What You'll Do
Own end-to-end recruitment sourcing, screening, interview coordination, offer negotiation, and closing, across all functions and levels.
Build the recruitment engine from scratch, including job description templates, interview scorecards, sourcing channels, applicant tracking process, and employer branding.
Partner directly with the CEO and function heads to translate hiring needs into role specs and push back where a request is vague or unrealistic.
Build and manage a pipeline across multiple open roles simultaneously, in a fast-moving startup environment where priorities shift.
Represent MASSIVE's culture and values accurately to candidates. You are the first impression of the Company for every hire.
Track and report hiring metrics including time-to-fill, source effectiveness, and offer-acceptance rate directly to the CEO.
As the team grows, potentially hire and manage junior recruiting support.
Who You Are
3-5 years of recruitment experience, ideally with some exposure to building or scaling a hiring function, not just executing against an existing one.
High agency. You don't wait for someone to fix the tool, approve the process, or hand you the budget before you get the role filled. You find a way, and you don't treat missing resources as a reason the job didn't get done.
Excellent verbal and written communication. This is non-negotiable. You will be corresponding with candidates, negotiating offers, and reporting to the CEO. Sloppy or unclear communication is disqualifying regardless of other strengths.
A genuine passion for recruitment as a ācraftā, not a fallback career choice. This is a builder role. Someone doing this because they have to won't survive the ambiguity or put in the work to build process.
Ownership and responsibility as a default mode of operating, not something that needs to be assigned.
Self-starting, self-aware, and comfortable being self-critical. You'll often be the only person in the building who knows what "good" looks like for this function, so you need the judgment to know when your own process isn't working.
Action-oriented with a deep-dive attitude. Curious enough to actually understand the roles you're hiring for. EV hardware, software, and operations are technical domains and you can't recruit well for what you don't understand.
Comfortable with a startup's pace and ambiguity. This is not a role with a fixed script.
Deal-Breakers
No passion for recruitment as a function. This role is about building a team and a hiring culture, not filling requisitions on autopilot.
Weak written or verbal communication of any kind.
Discomfort with ambiguity or an expectation of a pre-built process to execute against.
