National Recruitment Head

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