Workoopolis is looking for a proactive professional to join our growing team in Mumbai as a Recruitment Manager. The selected candidate will drive end-to-end talent acquisition, build strong talent pipelines, and ensure successful hiring across diverse business requirements.

Role Overview
This role is an on-site opportunity based in Mumbai, focused on managing complete recruitment operations, candidate sourcing, evaluation, and stakeholder collaboration.

Key Responsibilities and Activities

Lead and execute complete recruitment life cycle operations from sourcing to onboarding.

Actively source high-quality talent through professional networks like LinkedIn, diverse online job portals, employee referrals, and other effective sourcing channels.

Perform rigorous candidate screening, profile evaluations, and telephone pre-interviews to verify qualifications and role fit.

Coordinate and schedule interview rounds between candidates and hiring managers to maintain a smooth and efficient recruitment workflow.

Build, nurture, and maintain an active talent pipeline to address present hiring needs and anticipate upcoming requirements.

Collaborate closely with internal hiring managers and departmental teams to understand position expectations and successfully close positions in a timely manner.

Multi-task across several open mandates while maintaining high standards of candidate engagement and hiring efficiency.

Candidate Profile and Qualifications

Possess 1 to 4 years of proven hands-on experience in recruitment and talent acquisition.

Demonstrated expertise in candidate sourcing techniques and thorough candidate screening methods.

Strong practical knowledge of modern recruitment tools, LinkedIn Recruiter, and various job portals.

Superior verbal and written communication skills paired with excellent interpersonal abilities.

Capability to handle and prioritize multiple hiring requirements simultaneously in a fast-paced environment.

We are hiring for the Steel Industry. The role focuses on driving campus hiring and supporting talent acquisition initiatives to build a high-performing workforce aligned with strategic organizational objectives.

Purpose of the Role
The selected professional will lead end-to-end campus hiring and broad talent acquisition initiatives to ensure top-tier talent is attracted, onboarded, and aligned with organizational growth.

Key Performance Indicators

1. Campus Hiring Strategy: Develop and implement comprehensive talent acquisition strategies to identify, attract, and onboard top-tier campus talent.

2. Hiring Process Optimization: Streamline and enhance recruitment workflows to improve process efficiency, minimize time-to-hire, and deliver an exceptional candidate experience.

3. Stakeholder Collaboration: Partner closely with business heads, department leaders, and Human Resources teams to understand specific hiring demands and align talent acquisition plans with overall organizational goals.

Key Responsibilities and Activities

• Proactively source, screen, and assess candidates across multiple recruitment channels, focusing on premier Engineering, MBA, and Chartered Accountant (CA) campuses.

• Plan and coordinate interview rounds, written assessments, and campus recruitment drives to ensure an efficient, smooth, and timely hiring cycle.

• Manage and maintain modern HRIS platforms including SAP, Adrenaline MAX, and Oracle to track recruitment pipelines, applicant records, and hiring metrics accurately.

• Draft and present detailed recruitment communications, progress reports, and analytical presentations for executive leadership and internal stakeholders.

• Partner with hiring managers throughout the entire recruitment lifecycle, offering expert guidance on recruitment best practices, compliance standards, and hiring policies.

• Contribute actively to forward-looking talent acquisition initiatives such as specialized campus hiring campaigns, brand-building events, and internal employee referral programs.

• Continuously monitor, evaluate, and interpret key hiring metrics to identify process bottlenecks and implement data-driven improvements.

• Keep track of evolving job market trends, industry benchmarks, and the broader competitive talent landscape to keep recruitment practices current and effective.

Industry Analytical Instruments, Laboratory Equipment, Scientific Instrumentation, and Life Sciences
Employee Size 501-1,000 employees

About the Company
Catenon is an international executive search and human capital advisory firm operating across more than 80 countries, leveraging digital data architectures and specialized domain networks to secure top-tier executive leadership. This leadership search mandate is conducted on behalf of an industry-leading multinational enterprise specializing in analytical and laboratory instrumentation, scientific measurement solutions, and life sciences technologies. Supplying high-precision analytical hardware, software, and application support to pharmaceutical laboratories, biotechnology research centers, chemical testing units, and academic research institutions, the company fosters an innovation-centric, performance-driven, and specialized sales-and-service corporate culture.

Role Overview and Strategic Scope
The Head – People & Culture is an executive leadership position based on-site in Mumbai, tasked with heading the complete human resources function for India. Designed for an accomplished HR leader with 14+ years of comprehensive experience, this role reports to the executive leadership board and shapes the overarching People & Culture strategy. The position is specifically tailored for a seasoned professional from the analytical instruments, scientific equipment, laboratory apparatus, or life sciences sectors who possesses proven capability in managing HR for a distributed sales and technical service-driven business model. The incumbent will oversee talent acquisition, performance architecture, compensation planning, leadership coaching, employee engagement, and organizational development to drive long-term business growth.

Key Responsibilities and Core Priorities

Strategic People Leadership and Executive Business Partnering
Serve as the trusted people advisor to the Managing Director, Executive Board, and functional department heads, aligning organizational development with commercial business goals.
Drive organizational design, workforce modeling, and capacity planning across direct sales, field application support, customer service engineering, and corporate operations.
Establish executive KPIs, monitor workforce productivity, and analyze attrition dynamics across specialized field teams to deliver data-backed workforce insights.
Champion a positive, high-trust workplace culture centered on accountability, continuous learning, customer excellence, and cross-functional synergy.

Specialized Talent Acquisition and Workforce Architecture
Direct strategic talent acquisition initiatives across technical sales, field service engineering, application specialists, validation scientists, and leadership roles.
Build proactive talent mapping networks across competitor ecosystems within analytical instrumentation, scientific testing, and life sciences.
Partner with senior hiring panels to conduct executive and competency-based interviews, ensuring high-caliber appointments and cultural fitment.
Ensure the deployment of structured executive onboarding, territory-level assimilation, and technical induction frameworks to shorten time-to-productivity.

Performance Culture, Total Rewards, and Capability Development
Design and execute performance management systems, quarterly target reviews, and incentive governance aligned with field sales quotas and service SLAs.
Oversee competitive benchmarking, executive compensation structures, annual salary increment cycles, and variable incentive schemes.
Collaborate with global and local training leaders to institute specialized functional skill-enhancement programs, product certification tracks, and leadership development paths.
Formulate talent review mechanisms, high-potential identification tracks, and succession planning for mission-critical commercial and technical roles.

Employee Relations, Operations, and Statutory Governance
Supervise end-to-end HR operations, HRMS integration, employee lifecycle workflows, and automated time/leave office management.
Uphold high standards of compliance with Indian labor laws, POSH regulations, ethical business conduct, and occupational health and safety standards across offices and service centers.
Manage complex employee relations matters, field grievance escalations, and performance counseling with objectivity, legal prudence, and high discretion.
Design and implement robust employee engagement, wellness programs, and retention frameworks to safeguard key talent.

Candidate Profile and Qualifications
Master's/MBA in Human Resources or Business Administration from a recognized business school or university.
14+ years of progressive HR leadership experience, featuring proven experience as an HR Head or Senior HR Business Partner.
Mandatory industry background in Analytical Instruments, Laboratory Equipment, Scientific Equipment, Life Sciences, or allied high-precision scientific testing sectors.
Demonstrated track record of hiring, retaining, and managing HR operations for a dedicated sales- and service-driven field workforce.
High-level strategic expertise across talent acquisition, performance architectures, total rewards, employee relations, and culture transformation.

Mandatory requirement: Mumbai-based candidates only (candidates from other locations will not be considered).

Industry Data Center, EPC, Infrastructure, and Engineering Services
Employee Size 51-200 employees

About the Company
Park Global HR Services (Park Consultants) is a premier executive search and human capital advisory firm specializing in technical engineering, heavy infrastructure, and corporate leadership talent acquisition. Serving major enterprise clients across core industrial sectors—including Data Centers, EPC contracting, civil construction, power, manufacturing, and design consultancies—the firm provides specialized workforce planning, headhunting, and strategic talent mapping. Park Consultants emphasizes delivery excellence, domain precision, client partnership, and structured candidate evaluation to build high-performance workforces across complex infrastructure and engineering environments.

Role Overview and Strategic Scope
The Recruitment Specialist – Corporate Hiring is a full-time, on-site talent acquisition role based in Mumbai, Maharashtra. Tailored for an experienced recruitment professional with 5+ years of core hiring expertise and a full-time Master's/MBA in HR, this position directs end-to-end talent acquisition covering technical engineering, project site operations, corporate functions, and leadership mandates. Partnering directly with business leaders, project directors, and corporate hiring managers, the incumbent is responsible for multi-channel candidate sourcing, rigorous competency screening, interview coordination, offer negotiations, and recruitment analytics across high-growth Data Center, EPC, and Infrastructure verticals.

Key Responsibilities and Core Priorities

Full-Lifecycle Technical and Corporate Recruitment
Manage the end-to-end recruitment lifecycle from initial requisition briefing through to candidate joining and onboarding.
Execute high-impact hiring mandates across technical domains, including Project Managers, Design Engineers, MEP Specialists, Electrical/Mechanical/Civil Engineers, Planning & Cost Control, QS & Billing, Procurement, Commissioning, and Corporate Support functions.
Lead targeted executive search and leadership recruitment initiatives for senior project and managerial appointments.
Deploy multi-channel sourcing methodologies across LinkedIn Recruiter, Naukri.com, Boolean querying, employee referrals, and specialized technical networks.

Stakeholder Partnership and Evaluation Operations
Partner closely with corporate hiring managers, project directors, and engineering heads to clarify role briefs, define competency scorecards, and align on hiring timelines.
Conduct thorough HR evaluations and competency-based screenings to evaluate domain expertise, project tenure, communication skills, and organizational fit.
Coordinate multi-tier technical interview panels, client assessments, and candidate feedback cycles across all evaluation stages.
Deliver clear candidate briefings and manage ongoing candidate engagement to ensure a high-touch, transparent recruitment journey.

Offer Governance, Operations, and Analytics
Conduct market salary benchmarking, package structuring, and formal offer rollouts in alignment with approved corporate compensation grids.
Lead offer negotiations and actively engage with selected candidates during the notice period to prevent dropouts and enhance offer-to-joining ratios.
Oversee pre-employment documentation, background verification checks, and structured handovers for new hire onboarding.
Maintain accurate recruitment trackers, daily/weekly pipeline dashboards, and MIS reports using MS Excel and Applicant Tracking Systems (ATS) to monitor key recruitment metrics.

Candidate Profile and Qualifications
Full-time MBA or Master's degree in Human Resources from a recognized institution (mandatory).
5+ years of solid, progressive experience in core recruitment and talent acquisition.
Strong hiring exposure across Engineering, EPC, Data Centers, Construction, Infrastructure, PMC, or Design Consultancies is strongly preferred.
Proven track record of managing full-cycle technical, corporate, and leadership hiring mandates.
Must currently be employed on permanent payroll with a stable career history.
Hands-on mastery of LinkedIn Recruiter, Naukri.com, Boolean search, talent mapping, and recruitment MIS reporting.
Solid stakeholder management, communication, and executive negotiation skills.
Mumbai-based or willing to relocate to Mumbai immediately, with full availability to work on-site from the corporate office.

Industry EdTech, Higher Education, and Career Development Services
Employee Size 51-200 employees

About the Company
AcadHire is a specialized education-focused talent search and human capital advisory firm partnering with a leading international EdTech and career development enterprise. The partner organization delivers industry-aligned higher education programs, executive upskilling, and credentialing designed to accelerate student career outcomes. Operating at the intersection of professional training and corporate hiring, the company connects graduating cohorts with leading multinational corporations, tech enterprises, and growth-stage startups. The organization fosters a dynamic, student-centric, and performance-oriented workplace culture dedicated to employability enhancement, industry collaboration, and measurable placement outcomes.

Role Overview and Strategic Scope

The Placement Officer – Sourcing & Corporate Relations is a full-time, on-site role based in Mumbai, responsible for driving student placement outcomes and corporate hiring partnerships. Designed for professionals with 1+ years of experience in recruitment, campus placements, or corporate relations, this position bridges graduating students and corporate employers. Operating Monday through Saturday (10:30 AM – 7:30 PM with fixed Sundays off), the officer will lead multi-channel job opportunity sourcing, employer outreach, recruiter relationship management, interview logistics, student resume guidance, and placement data management.

Key Responsibilities and Core Priorities

Corporate Outreach and Employer Relations Initiate proactive B2B outreach across corporate HR heads, talent acquisition leads, and hiring managers to source live entry-level and lateral employment opportunities. Build and nurture sustainable corporate relationships with employers across diverse sectors, including IT, analytics, BFSI, marketing, and consulting. Analyze corporate job requisitions, hiring criteria, and role specifications to match qualified student profiles. Organize virtual and physical campus recruitment drives, employer presentations, and industry guest sessions.

Job Sourcing and Student Placement Coordination Leverage job boards (Naukri.com, Indeed), professional networks (LinkedIn), and employer databases to identify relevant job openings for registered cohorts. Review, screen, and optimize student resumes to ensure alignment with corporate hiring expectations. Manage end-to-end recruitment logistics, including application shortlisting, aptitude assessments, interview scheduling, and feedback collection. Track offer rollouts, document verifications, joining confirmations, and student feedback across every evaluation stage.

Placement Database Management and MIS Reporting Maintain accurate placement records, company contact lists, and student application statuses on internal portals and MS Excel sheets. Track key placement metrics including company participation ratios, student conversion rates, average CTCs, and placement cycle timelines. Prepare periodic MIS reports, status updates, and placement dashboards for institutional leadership. Provide ongoing placement counseling and interview preparation support to ensure high student confidence and professional etiquette.

Candidate Profile and Qualifications Bachelor's degree in any discipline is required; an MBA or PGDM in Human Resources or Marketing is an added advantage. 1+ years of relevant experience in recruitment, talent acquisition, university career services, corporate relations, recruitment consultancy, or EdTech placement operations. Demonstrated competence in candidate sourcing, B2B cold outreach, and hiring manager coordination. Familiarity with LinkedIn Recruiter, job portals (Naukri, Indeed), and placement database management. Strong interpersonal, verbal, and written communication capabilities with persuasive relationship-building skills. High attention to detail, structured follow-up discipline, and comfort working a Monday-to-Saturday schedule on-site in Mumbai.

Industry Retail, Fashion Apparel, and Department Stores
Employee Size 10,001+ employees

About the Company
Westside, a flagship retail concept of Trent Ltd. (a Tata Enterprise), is one of India's largest and most reputable retail fashion and lifestyle brands. Established in 1998, Westside offers a wide portfolio of exclusive in-house brands across contemporary apparel, footwear, cosmetics, home decor, and accessories. Backed by the governance standards and value system of the Tata Group, Trent Ltd. fosters a progressive, people-first, and high-performance retail environment. The organization emphasizes employee empowerment, service excellence, rapid store expansion, and structured career progression across its nationwide footprint.

Role Overview and Strategic Scope
The Cluster HR role is an on-site, regional HR management position based out of Airoli, Navi Mumbai, responsible for overseeing people operations, talent acquisition, and employee engagement across assigned Westside retail store clusters. Tailored for retail HR generalists and operations-focused people professionals, this position directs end-to-end frontline bulk hiring, store-level employee lifecycle management, policy administration, and employee connect programs. The incumbent acts as a critical strategic link between retail store managers, regional leadership, and central HR, driving workforce productivity and engagement while remaining adaptable to regional mobility and store transfers.

Key Responsibilities and Core Priorities

Store Workforce Planning and Bulk Recruitment
Lead end-to-end frontline talent acquisition and bulk hiring drives across designated store clusters to ensure 100% store staffing capacity.
Fulfill high-volume staffing mandates for Customer Service Associates (CSAs), Cashiers, Visual Merchandisers, Department Heads, and Assistant Store Managers.
Execute multi-channel sourcing strategies, including local walk-in drives, campus outreach, job portals, referral networks, and local manpower channels.
Conduct competency-based screening to evaluate communication skills, retail grooming standards, customer-centric attitude, and shift flexibility.

Employee Lifecycle Operations and Compliance
Oversee the onboarding, biometric enrollment, document verification, and initial induction of new store associates.
Supervise time office functions, attendance logs, shift roster adherence, and leave management in coordination with store management.
Facilitate monthly payroll inputs, statutory registers, overtime tracking, and full-and-final settlement execution.
Ensure strict adherence to retail labor standards, Shops and Establishments Act regulations, POSH policies, and Tata Code of Conduct (TCOC) across store locations.

Employee Engagement and People Connect
Drive high-touch employee engagement initiatives, celebratory events, town halls, and wellness programs to cultivate a positive workplace atmosphere.
Conduct regular store floor visits, pulse checks, and one-on-one connect sessions to monitor employee sentiment and mitigate early attrition.
Address employee grievances, interpersonal disputes, and disciplinary escalations promptly with fairness and strict confidentiality.

Performance Support and Capability Building
Partner with Store Managers and Area Operations Managers to monitor associate productivity, sales targets, and retail KPI delivery.
Support the rollout of periodic performance appraisals, probation confirmations, and internal talent elevation programs (e.g., fast-track store management transitions).
Collaborate with the central Learning & Development team to coordinate on-the-job service training, customer etiquette modules, and product knowledge workshops.

Candidate Profile and Qualifications
Bachelor's degree or Master's/MBA in Human Resources, Business Administration, or a related discipline.
Relevant experience in Human Resources management, with hands-on exposure to Retail, Hospitality, QSR, or high-volume multi-unit store operations.
Strong expertise in bulk hiring, walk-in drives, candidate screening, and frontline recruitment.
Demonstrated competence in employee relations, labor compliance basics, time office tracking, and high-energy engagement programs.
Excellent verbal, written, and interpersonal communication skills with strong stakeholder coordination abilities.
Willingness and flexibility for regional travel, store visits, and potential transfers across locations as per business requirements.

Industry Real Estate Development, Construction, and Property Infrastructure
Employee Size 1,001-5,000 employees

About the Company
Kolte-Patil Developers Ltd. is a premier, publicly listed real estate development company in India with a dominant presence across Pune, Mumbai, and Bengaluru. With over three decades of industry leadership, the company has delivered landmark residential complexes, integrated townships, commercial office spaces, and redevelopment projects. Driven by core values of passion, trust, integrity, and transparency, Kolte-Patil combines modern architectural engineering with sustainable construction practices. The organization fosters a dynamic, high-performance, and customer-first workplace culture that emphasizes operational discipline, collaborative teamwork, and continuous professional growth.

Role Overview and Strategic Scope
The Talent Acquisition Executive is a 1-year contract recruitment role supporting corporate and project-site hiring across Pune and Mumbai. Tailored for recruitment professionals with 1 to 2 years of hands-on hiring experience, the role focuses on managing full-cycle talent acquisition pipelines with primary emphasis on frontline sales, business development, customer relationship management, and volume hiring mandates. Partnering closely with regional sales directors, project site heads, and HR leadership, the incumbent is responsible for candidate sourcing, structured screening, interview scheduling, offer management, and onboarding coordination to fulfill business staffing targets within defined turnaround timelines.

Key Responsibilities and Core Priorities

Full-Lifecycle Sales and Volume Recruitment
Execute end-to-end talent acquisition workflows across real estate sales, presales, direct sales, closing management, and customer relationship roles.
Manage high-volume recruitment drives, campus programs, and regional walk-in interview sessions to maintain robust staffing across active residential and commercial projects.
Deploy multi-channel candidate sourcing strategies utilizing major job portals (Naukri.com), LinkedIn Recruiter, employee referral networks, and local talent databases.
Conduct initial candidate screenings to assess communication skills, negotiation capabilities, real estate sales acumen, and target-driven mindsets.

Interview Management and Stakeholder Coordination
Partner directly with regional sales managers, department leads, and project heads to align on job specifications, headcount forecasts, and hiring timelines.
Coordinate multi-round interview schedules, panel assessments, and practical role-play evaluations between candidates and hiring managers.
Ensure prompt, structured candidate communication across every stage of the evaluation process, maintaining an engaging candidate experience.

Offer Administration, Joining Follow-up, and Onboarding
Manage compensation discussions, document vetting, and formal offer letter rollouts within approved departmental salary bands.
Engage regularly with offered candidates throughout their notice periods to minimize backouts and ensure high offer-to-joining ratios.
Facilitate day-one joining formalities, pre-employment verification workflows, and handovers to site HR operations for structured onboarding.
Maintain daily recruitment trackers, applicant status logs, and weekly MIS dashboards to track key recruitment metrics such as time-to-fill and source channel efficiency.

Candidate Profile and Qualifications
Bachelor's degree or Master's/MBA in Human Resources, Business Administration, Marketing, or a related discipline.
1 to 2 years of progressive experience in talent acquisition and full-cycle recruitment.
Prior recruitment experience in Real Estate, Construction, or high-volume Sales hiring is strongly preferred.
Hands-on proficiency with candidate sourcing portals, applicant tracking systems, and MS Excel for pipeline reporting.
Demonstrated competence in volume hiring, interview logistics, candidate engagement, and offer management.
Strong verbal, written, and interpersonal communication capabilities with solid coordination skills.
Comfortable working on a 1-year contract basis across Pune and Mumbai locations.

Industry Certification, Inspection, Testing, and Engineering Services
Employee Size 501-1,000 employees

About the Company
International Certification Services Pvt. Ltd. (ICSPL) is an established quality assurance, third-party inspection, testing, and management system certification organization headquartered in Mumbai, India. The company provides conformity assessment, auditor training, regulatory compliance, and industrial technical inspection services across diverse sectors—including oil & gas, infrastructure, manufacturing, renewable energy, and power. Operating with an extensive network of regional offices and certified auditor panels across the country, ICSPL fosters a compliance-driven, quality-focused, and collaborative work environment committed to technical precision, operational integrity, and sustainable organizational growth.

Role Overview and Strategic Scope
The HR Recruiter is an on-site talent acquisition role based at the ICSPL corporate office in Mumbai. This position manages end-to-end recruitment pipelines to fulfill technical and corporate staffing requirements across India. Working closely with corporate leadership, technical service heads, and regional branch managers, the recruiter is responsible for proactive candidate sourcing, resume screening, interview coordination, offer negotiation, and onboarding support to staff project-based inspection engineers, certified lead auditors, technical specialists, and corporate professionals.

Key Responsibilities and Core Priorities

Full-Lifecycle Pan-India Recruitment
Execute end-to-end recruitment workflows for Pan-India requirements across technical, engineering, auditing, inspection, and corporate business functions.
Deploy proactive candidate sourcing strategies across major job portals (Naukri.com), LinkedIn Recruiter, employee referrals, and specialized technical networks.
Screen resumes and conduct structured preliminary HR assessments to verify domain experience, certifications (e.g., ISO Lead Auditor, NDT levels), and communication skills.
Build and maintain active candidate talent pools to support ongoing inspection projects and emerging corporate vacancies.

Interview Management and Stakeholder Alignment
Coordinate interview schedules between shortlisted applicants and technical evaluation panels, regional heads, and corporate managers.
Serve as the primary liaison for candidates, providing clear job descriptions, role expectations, and consistent updates across every evaluation stage.
Gather timely panel feedback, evaluate candidate fitment, and maintain a seamless candidate experience throughout the hiring lifecycle.

Offer Governance, Joining Follow-up, and Operations
Assist in salary benchmarking, compensation structuring, and formal offer letter rollouts within approved budgetary frameworks.
Engage regularly with offered candidates during the notice period to prevent dropouts and ensure on-time joining.
Coordinate pre-employment documentation, background verifications, and smooth onboarding handoffs with the corporate HR operations team.
Maintain accurate recruitment databases, applicant trackers, and daily hiring MIS reports to monitor key recruitment metrics.

Candidate Profile and Qualifications
Bachelor's degree or Master's/MBA in Human Resources, Business Administration, Engineering, or a related discipline.
Hands-on recruitment experience, preferably within certification, third-party inspection, engineering consulting, or industrial technical services.
Demonstrated competence in full-cycle recruitment, resume screening, candidate sourcing, and interview management.
Familiarity with sourcing technical engineering talent, certified inspectors, and corporate professionals across multiple Indian locations.
Strong verbal, written, and interpersonal communication capabilities with solid coordination skills.
Ability to manage multiple requisitions simultaneously under tight turnaround timelines.

Industry Supply Chain Software, AI Procurement Platforms, and Technology Consulting
Employee Size 5,001-10,000 employees

About the Company
GEP Worldwide is a global provider of strategy, procurement consulting, and AI-powered supply chain management software. Headquartered in Clark, New Jersey, with substantial delivery and technology operations across India, GEP delivers unified procurement and supply chain platforms (such as GEP SMART and GEP QUANTUM) to Fortune 500 and Global 2000 enterprises. The company combines advanced software engineering, cloud architecture, and strategic domain consulting to optimize digital operations for global clients. GEP maintains an innovative, high-performance, and collaborative workplace culture focused on technological excellence, continuous learning, and professional empowerment.

Role Overview and Strategic Scope

The Talent Acquisition – Technology Hiring position is a 6-month contract role based on-site at GEP’s office in Airoli, Navi Mumbai. Designed for a recruitment professional with 1 to 3 years of hands-on technical hiring experience, the role manages full-lifecycle recruitment across software engineering, cloud infrastructure, AI, product development, and IT consulting domains. Operating on a full-time, 5-day in-office schedule (11:00 AM – 8:00 PM), the recruiter will partner closely with engineering managers, practice leads, and HR stakeholders to fulfill open technology requisitions within established delivery timelines.

Key Responsibilities and Core Priorities

Full-Lifecycle Technology Recruitment and Sourcing Execute end-to-end technical hiring workflows covering software development, DevOps, quality engineering, data platforms, and enterprise software roles. Deploy proactive candidate sourcing across major platforms including LinkedIn Recruiter, Naukri.com, specialized tech talent communities, and referral pipelines. Conduct preliminary competency evaluations and technical screenings to verify programming languages, architecture experience, and project backgrounds. Build and sustain structured talent pipelines to address recurring software and IT staffing requirements.

Interview Management and Stakeholder Coordination Partner directly with technical leads and engineering managers to understand role requirements, competency frameworks, and turnaround expectations. Manage interview logistics, panel scheduling, technical assessment distribution, and feedback collation across all evaluation stages. Serve as the primary candidate contact, ensuring transparent communication, interview preparation guidance, and prompt feedback.

Offer Management and Onboarding Support Assist in salary benchmarking, compensation structuring, and formal offer extensions in accordance with approved budget bands. Maintain active engagement with candidates during their notice periods to minimize dropouts and ensure smooth joining. Coordinate pre-employment documentation, background verification checks, and joining logistics in alignment with HR operations. Maintain clean candidate databases, recruitment trackers, and hiring status reports to monitor key recruitment metrics.

Candidate Profile and Qualifications Bachelor's degree in any discipline is required; an MBA or Post Graduate Diploma in Human Resources is preferred. 1 to 3 years of progressive, hands-on experience in full-lifecycle technical recruitment and IT hiring. Demonstrated competence across candidate sourcing, technical screening, interview coordination, and offer rollouts. Ability to manage multiple engineering requisitions simultaneously in a fast-paced environment. Strong verbal, written, and interpersonal communication capabilities with solid stakeholder management skills. Comfortable working on-site (5 days per week, 11:00 AM – 8:00 PM) at the Airoli, Navi Mumbai facility on a 6-month contract.

Industry Staffing, Executive Search, and Human Resources Services
Employee Size 501-1,000 employees

About the Company
Integrated Personnel Services Limited (IPS Group) is a publicly listed multinational workforce solutions and human resources consulting enterprise based in Mumbai, India. The organization delivers integrated human capital services across executive search, lateral recruitment, Recruitment Process Outsourcing (RPO), flexi-staffing, and managed HR services to corporate clients across India and international markets. Serving diverse non-IT industry sectors—including EPC, manufacturing, infrastructure, oil and gas, retail, logistics, BFSI, and healthcare—IPS Group provides specialized recruitment and strategic talent advisory. The company maintains a high-performance, client-centric workplace culture committed to corporate governance, operational excellence, and leadership talent delivery.

Role Overview and Strategic Scope
The Non-IT Talent Acquisition Manager is an on-site recruitment leadership role based at the Goregaon East office in Mumbai. Designed for a recruitment management professional with expertise in non-IT leadership hiring, this role directs executive search operations, CXO-level appointments, client account management, and recruitment team supervision. The incumbent acts as the strategic partner to corporate clients, leading talent mapping, senior executive headhunting, client relationship building, and end-to-end mandate delivery while driving team productivity, placement turnaround times, and revenue generation.

Key Responsibilities and Core Priorities

Executive Search and CXO-Level Talent Acquisition
Direct full-cycle executive search mandates for C-suite (CEO, CFO, COO, CHRO), Vice President, General Manager, and business leadership positions across non-IT industries.
Design and execute confidential headhunting, direct candidate outreach, and targeted leadership mapping strategies.
Conduct rigorous competency-based and behavioral evaluations to assess leadership track records, strategic fit, business acumen, and organizational culture compatibility.
Manage senior candidate engagement, executive compensation negotiations, and offer rollouts.

Client Relationship Management and Account Governance
Serve as the primary client engagement lead for key enterprise and corporate accounts, understanding leadership talent requirements and organizational objectives.
Conduct client briefing sessions to build detailed executive role profiles, scorecards, and hiring timelines.
Deliver regular market intelligence, executive compensation benchmarks, and search progress dashboards to client boards and talent heads.
Foster long-term client partnerships to secure repeat search mandates and cross-sell specialized staffing solutions.

Team Leadership and Operational Mentorship
Supervise, coach, and guide a team of recruitment consultants, headhunters, and sourcing specialists handling non-IT mandates.
Set individual and team-level key performance indicators (KPIs), requisition delivery targets, and search conversion benchmarks.
Monitor team pipelines, interview activity, and client submission ratios to ensure high placement velocity and service standards.
Foster a continuous learning environment by mentoring team members on executive sourcing methodologies, interview framing, and client communication.

Recruitment Operations, Search Analytics, and MIS
Track and optimize recruitment performance metrics including mandate turnaround time (TAT), shortlisting ratios, offer acceptance rates, and search completion ratios.
Oversee internal applicant tracking databases, confidential leadership rosters, and executive candidate pipelines.
Ensure compliance with corporate search ethics, non-disclosure agreements, data confidentiality regulations, and statutory HR guidelines.

Candidate Profile and Qualifications
Master's/MBA in Human Resources, Business Administration, or a related discipline (Bachelor's degree with proven executive search track record will also be considered).
Substantial progressive experience in non-IT talent acquisition, recruitment agency environments, or executive search consultancies.
Demonstrated track record of independently handling and closing CXO, Vice President, and senior management leadership mandates across non-IT sectors.
Proven experience in leading, mentoring, and driving high-performing recruitment teams.
Strong client relationship management, executive presentation, and commercial negotiation capabilities.
In-depth understanding of non-IT industry verticals (e.g., Manufacturing, EPC, Infrastructure, Real Estate, Retail, BFSI, Logistics, or Healthcare).
Ability to work on-site at the Goregaon East corporate office in Mumbai.

Industry Retail, Consumer Goods, and Store Operations
Employee Size 51-200 employees

About the Company
Winfort is an executive search and human resources consulting organization specializing in workforce planning, recruitment process solutions, and lateral talent acquisition across dynamic consumer-facing industries. Operating across retail, FMCG, logistics, and hospitality domains, Winfort partners with leading brands to deploy scalable hiring frameworks. This recruitment engagement supports a premier retail organization in scaling its multi-store retail presence, frontline sales teams, and operational leadership across commercial hubs.

Role Overview and Strategic Scope
The Talent Acquisition Executive / Recruiter – Retail is an on-site recruitment role based in Mumbai, focused on managing high-volume frontline hiring and store-level lateral talent acquisition across multiple retail store formats. Designed for a talent acquisition professional with 2 to 5 years of retail recruitment experience, the position oversees end-to-end bulk hiring cycles—from multi-channel sourcing, screening, and walk-in drives to interview coordination, offer rollouts, and joining governance. Partnering closely with Store Managers, Area Sales Managers, and regional HR teams, the incumbent is responsible for maintaining full store staffing capacity while adhering to tight turnaround timelines.

Key Responsibilities and Core Priorities

Full-Lifecycle Retail Sourcing and Bulk Hiring
Execute end-to-end recruitment for retail store formats across multiple locations, managing high-volume requisitions for Store Sales Associates, Cashiers, Customer Service Representatives, Department Supervisors, and Store Managers.
Organize and execute high-throughput walk-in drives, local hiring campaigns, and job fair representations to ensure continuous frontline staffing.
Deploy multi-channel candidate sourcing across Naukri.com, LinkedIn, local manpower agencies, employee referral networks, and community outreach.
Screen resumes and conduct structured preliminary evaluations to assess candidate communication skills, retail grooming standards, customer service mindset, and shift flexibility.

Interview Coordination and Operations Management
Partner with Store Managers and Area Sales Managers to clarify daily staffing needs, vacancy forecasts, and location-specific manpower requirements.
Coordinate and schedule operational interview rounds, line assessments, and walk-in panels across store locations.
Deliver clear candidate briefings on job scopes, compensation structures, shift timings, and store operating policies.

Offer Governance, Joining Follow-up, and Dropout Mitigation
Handle salary discussions, document verification, and formal offer rollouts in alignment with approved retail wage grids.
Maintain regular pre-joining follow-ups with selected candidates to minimize backouts, improve offer-to-joining ratios, and ensure on-time store reporting.
Coordinate initial joining formalities, employee file creation, and handovers to store HR teams for orientation and store-floor training.

Recruitment Analytics, MIS, and Pipeline Governance
Maintain daily, weekly, and monthly recruitment trackers and MIS reports to monitor pipeline volume, channel performance, and hiring velocity.
Track key recruitment metrics including Turnaround Time (TAT), cost-per-hire, offer acceptance rates, joining ratios, and post-joining dropouts.
Ensure compliance with company recruitment standards, documentation integrity, and data confidentiality guidelines.

Candidate Profile and Qualifications
Bachelor's degree or Master's/MBA in Human Resources, Business Administration, or a related discipline.
2 to 5 years of solid experience in Talent Acquisition and Recruitment.
Hands-on retail recruitment and bulk hiring experience is mandatory.
Demonstrated competence in managing high-volume walk-in drives, multi-channel sourcing, candidate evaluation, and operational stakeholder coordination.
Solid understanding of retail store structures, store operations hierarchies, and frontline retail compensation models.
Strong verbal, written, and interpersonal communication capabilities with strong negotiation skills.
Candidates who are immediate joiners, currently not working, or serving a short notice period are preferred.

Industry Recruitment Solutions, Staffing, Automobile, and Manufacturing
Employee Size 1,001-5,000 employees

About the Company
Taggd is a leading digital recruitment solutions and Recruitment Process Outsourcing (RPO) enterprise in India, combining data-driven talent discovery with specialized domain expertise. Partnering with major conglomerates and high-growth businesses across automotive, manufacturing, technology, and engineering sectors, Taggd delivers scalable talent acquisition strategies, executive search, and workforce planning services. The organization emphasizes operational agility, high performance, continuous learning, and modern talent mapping frameworks to build future-ready workforces for industry leaders.

Role Overview and Strategic Scope
The Talent Acquisition Specialist is an on-site recruitment role based in Mumbai, focused on managing end-to-end talent acquisition pipelines for clients across the Automobile and Manufacturing sectors. Designed for a recruitment professional with 2 to 3+ years of hiring experience, this position drives candidate sourcing, technical and plant-level screening, interview coordination, offer negotiations, and onboarding management. Partnering closely with plant HR leads, corporate hiring managers, and delivery heads, the incumbent will execute hiring mandates for engineering, operations, supply chain, and corporate manufacturing roles within targeted timelines.

Key Responsibilities and Core Priorities

Full-Lifecycle Automobile and Manufacturing Recruitment
Manage end-to-end recruitment operations across automotive and manufacturing domains, covering shop floor engineering, design, quality assurance, production, maintenance, and supply chain.
Source qualified candidates using major recruitment portals, LinkedIn Recruiter, automotive professional networks, and employee referrals.
Screen candidate resumes and conduct technical/functional evaluations to assess role competency, plant experience, and cultural fitment.
Build and maintain proactive talent pipelines for recurring plant-level and corporate manufacturing requisitions.

Interview Coordination and Candidate Experience
Schedule and coordinate multi-round interviews between shortlisted candidates and corporate or plant assessment panels.
Serve as the primary point of contact for candidates, ensuring clear communication, role clarity, and prompt status updates throughout the evaluation lifecycle.
Provide constructive feedback and maintain candidate engagement to ensure a high-touch recruitment experience.

Offer Management and Onboarding Support
Facilitate salary benchmarking, compensation structuring, and formal offer rollouts in alignment with approved client budget bands.
Engage with offered candidates during the notice period to mitigate dropouts and ensure on-time joining.
Coordinate initial pre-employment documentation, background verification checks, and handovers to local HR operations for onboarding.
Maintain clean candidate databases, recruitment trackers, and MIS reports to monitor key recruitment metrics including time-to-fill and source mix.

Candidate Profile and Qualifications
Bachelor's or Master's/MBA degree in Human Resources, Business Administration, Engineering, or a related discipline.
2 to 3+ years of hands-on recruitment experience, with mandatory exposure to Automobile, Automotive Components, or Core Manufacturing hiring.
Strong competency in candidate sourcing, technical screening, stakeholder management, and offer rollouts.
Demonstrated ability to handle multiple hiring mandates under tight delivery timelines.
Excellent verbal, written, and interpersonal communication capabilities.

Industry Education Management, Test Preparation, and EdTech
Employee Size 1,001-5,000 employees

About the Company
J.K. Shah Commerce Education Limited (J.K. Shah Classes) is India's pioneer and market leader in commerce and professional test preparation, coaching students for Chartered Accountancy (CA), Company Secretary (CS), Cost and Management Accountant (CMA), CFA, and junior college commerce curricula. With an extensive footprint of physical branches, hybrid learning centers, and digital EdTech platforms across India, the institution has guided countless students to top national ranks over four decades. The organization maintains a student-centric, results-oriented, and high-energy academic environment focused on educational excellence, continuous innovation in pedagogy, and high operational discipline.

Role Overview and Strategic Scope
The Talent Acquisition Specialist is a full-time, on-site recruitment role based in Mumbai (with deployment flexibility between Mulund and Andheri based on candidate proximity to the Central or Western railway lines). Designed for recruitment professionals with 2 to 6 years of experience, this position manages end-to-end talent acquisition covering both academic (faculties, subject matter experts, academic content developers) and non-academic (sales, marketing, student counseling, operations, branch administration, and technology) hiring mandates. Operating on a 6-day work schedule, the specialist will collaborate closely with regional branch heads and senior management to fulfill staffing needs within tight turnaround times.

Key Responsibilities and Core Priorities

Full-Lifecycle Academic and Non-Academic Recruitment
Lead end-to-end recruitment operations across academic roles (visiting and full-time faculty for CA/CS/CMA, evaluators, educators) and corporate/branch roles (branch managers, tele-counselors, admissions executives, digital marketers, IT staff).
Utilize multi-channel sourcing methodologies across job portals, LinkedIn, educator networks, employee referrals, and specialized professional communities.
Screen resumes, verify educational credentials and academic track records, and conduct initial HR evaluations to assess competency and cultural alignment.
Build and maintain structured talent pipelines to support academic batch launches and ongoing business expansion.

Interview Management and Selection Coordination
Coordinate multi-round interview schedules, teaching demonstrations, mock lecture assessments, and panel evaluations between candidates and senior academic/operational leads.
Facilitate prompt candidate communication, delivering clear interview briefings, guidelines, and feedback at every stage.
Ensure an efficient and professional candidate experience across all touchpoints.

Offer Closures and Onboarding Governance
Manage salary negotiations, structure compensation packages within approved internal salary bands, and roll out formal offer letters.
Engage with offered candidates during the pre-joining window to minimize dropouts and ensure on-time joining.
Coordinate initial pre-employment documentation, background verifications, and smooth handovers to the HR operations and branch teams for onboarding.
Maintain accurate recruitment trackers, daily MIS reports, and candidate pipeline databases.

Candidate Profile and Qualifications
Bachelor's or Master's/MBA degree in Human Resources, Business Administration, Commerce, or a related discipline.
2 to 6 years of hands-on experience in full-lifecycle recruitment and talent acquisition.
Prior recruitment experience within the Education, Test Preparation, or EdTech sectors is strongly preferred.
Demonstrated competence in hiring across both academic and non-academic profiles.
Comfortable working a 6-day work week schedule on-site.
Strong verbal, written, and interpersonal communication capabilities with solid negotiation and coordination skills.
Mumbai-based candidates available to join immediately or within 15 days only.

Industry Travel, Tourism, and Hospitality Services
Employee Size 51-200 employees

About the Company
Atlas Tours & Travels Pvt. Ltd is a well-established travel management and tourism services enterprise headquartered in Mumbai, India. Operating across leisure holidays, corporate business travel, visa assistance, and religious pilgrimage tours, the organization delivers comprehensive end-to-end travel solutions and personalized customer support. With decades of industry presence, the company has cultivated a reliable network of global hospitality and travel partners. Atlas Tours & Travels maintains an energetic, customer-centric, and collaborative workplace environment dedicated to operational agility, service excellence, and employee career development.

Role Overview and Strategic Scope
The Talent Acquisition Executive / HR Recruiter is an on-site recruitment role based in Mumbai, designed for hiring professionals with 1 to 3 years of hands-on recruitment experience. The role manages end-to-end hiring operations across corporate, commercial, customer service, operations, and sales divisions within the travel and hospitality sector. Working closely with functional heads and the HR leadership team, the incumbent is responsible for multi-channel candidate sourcing, resume screening, interview logistics, candidate engagement, and onboarding coordination to ensure open vacancies are closed within established turnaround times.

Key Responsibilities and Core Priorities

Full-Lifecycle Recruitment and Candidate Sourcing
Manage the end-to-end recruitment lifecycle from initial job requisition briefing to candidate joining.
Source active and passive candidates through major job portals (specifically Naukri.com), professional networks (LinkedIn), social media channels, and internal referral pipelines.
Screen resumes and evaluate candidates against functional specifications, communication skills, industry domain knowledge, and cultural fitment.
Build and maintain active talent pools for high-volume travel consultant, ticketing, operations, customer support, and sales roles.

Interview Coordination and Candidate Management
Conduct preliminary telephonic evaluations to verify candidate experience, career objectives, salary expectations, and notice periods.
Coordinate and schedule interview rounds between shortlisted candidates and internal department heads or assessment panels.
Maintain consistent and professional candidate communication across all evaluation stages, providing timely updates and interview feedback.
Manage candidate engagement between offer rollout and date of joining to mitigate offer dropouts.

Recruitment Operations, Documentation, and Support
Facilitate offer negotiations, salary rollouts, and initial document verification in alignment with company compensation bands.
Coordinate new hire onboarding workflows and orientation schedules in collaboration with the HR operations team.
Maintain clean candidate databases, recruitment trackers, and hiring status reports to monitor key recruitment metrics.
Support employer branding activities, job postings, and campus or walk-in recruitment drives as required.

Candidate Profile and Qualifications
Bachelor's degree in Human Resources, Business Administration, Travel & Tourism, Commerce, or a related discipline.
1 to 3 years of solid experience in full-cycle recruitment and talent acquisition.
Prior recruitment exposure within the Travel & Tourism, Hospitality, or Customer Services industry is considered a strong advantage.
Demonstrated hands-on expertise in sourcing via Naukri.com, LinkedIn, Boolean search techniques, and talent databases.
Proven capability to handle multiple vacancies simultaneously in a fast-paced work environment.
Strong verbal, written, and interpersonal communication skills with effective stakeholder coordination capabilities.
Ability to work full-time on-site from the Mumbai office.

Industry Software Testing, Quality Assurance, and BFSI Technology Solutions
Employee Size 501-1,000 employees

About the Company
AQM Technologies Pvt. Ltd. is a leading software testing, digital assurance, and cybersecurity solutions enterprise headquartered in Mumbai. The company specializes in delivering comprehensive automated software testing, performance engineering, mobile application testing, and security assurance primarily for banking, financial services, and insurance (BFSI) enterprises alongside large technology corporations. With a strong track record of engineering high-quality digital governance, AQM Technologies cultivates a fast-paced, collaborative, and learning-oriented workplace culture dedicated to technological precision, client success, and continuous professional growth.

Role Overview and Strategic Scope
The HR – Talent Acquisition / Recruitment role is an on-site hiring position based in Mumbai, focused on driving end-to-end recruitment pipelines across technical IT and BFSI domains. Designed for a talent acquisition professional with 2 to 6 years of hands-on hiring experience, the role involves managing full-lifecycle recruitment to fulfill critical business mandates within established delivery timelines. The incumbent will partner closely with practice heads, technical delivery leads, and operational stakeholders to source, evaluate, negotiate with, and onboard high-performing software engineering, quality assurance, and domain-specialized BFSI professionals.

Key Responsibilities and Core Priorities

Full-Lifecycle IT & BFSI Sourcing
Execute full-cycle recruitment workflows across both specialized technical engineering roles (software testing, automation, QA, cybersecurity, application development) and BFSI technology functions.
Source qualified candidates using diverse recruitment channels, including major job boards, LinkedIn Recruiter, employee referrals, and specialized technical talent communities.
Screen candidate profiles, evaluate technical certifications and past project experience, and conduct preliminary HR assessments to determine competency and cultural fit.
Build and maintain active talent pipelines for high-demand, recurring technical profiles and client delivery teams.

Interview Management and Stakeholder Coordination
Partner directly with technical evaluation panels, project managers, and business leaders to align on role criteria, hiring priorities, and turnaround expectations.
Manage interview logistics, panel scheduling, assessment tracking, and structured feedback collection across all interview stages.
Serve as the primary liaison for candidates, delivering clear communication, role context, and interview preparation guidance throughout the assessment cycle.

Offer Negotiation and Onboarding Execution
Facilitate compensation discussions, formal offer rollouts, and salary negotiations in accordance with internal pay equity standards.
Maintain active engagement with offered candidates during the pre-joining window to minimize dropouts and ensure high joiner conversion.
Coordinate pre-employment documentation, background verification checks, and seamless joining handoffs with the HR operations team.
Track and maintain recruitment metrics, candidate status trackers, and pipeline dashboards using MS Excel and recruitment tracking databases.

Candidate Profile and Qualifications
Bachelor's degree or Master's/MBA in Human Resources, Business Administration, Computer Applications, or a related discipline.
2 to 6 years of solid, hands-on experience in full-lifecycle recruitment within IT hiring, software services, or BFSI recruitment domains.
Demonstrated competence in candidate sourcing, competency screening, offer negotiations, and stakeholder management.
Ability to manage multiple requisitions simultaneously under tight turnaround timelines.
Strong verbal, written, and interpersonal communication capabilities.
Candidates available to join immediately or within 15 days (serving notice period) are strongly preferred.