Senior Manager – Permanent Hiring | BU: upGrad Rekrut

Designation: Senior Manager – Permanent Hiring CORE (Consumer, Oil & Gas, Retail, Engineering)

Location: Mumbai (Preferred) / Gurugram

Team Size: 7 senior recruiters (scaling to 12 by Mar 2026)

Reporting to: Vice President / President

Business Scope: Mid–Senior Perm Hiring across Engineering, Manufacturing, Industrial, Pharma, Construction, Consumer, Durables, FMEG, Chemical and Oil & Gas

About the Role

Drive a high-performance permanent hiring engine across core sectors. Own team productivity,

strengthen client relationships, build a strong order book, and partner with Sales to grow sectoral

penetration and credibility through consistent closures and case studies.

Core Responsibilities

A. Delivery Leadership (Mid–Senior Roles)

• Lead the execution of all mid–senior mandates across assigned sectors with zero slippage.

• Translate client requirements into clear briefs, sourcing strategies, and recruiter workstreams.

• Review submissions, calibrate profiles, and ensure high hit-ratio on every mandate.

• Monitor TAT, interview strike rate, and closure velocity, enforce discipline and quality.

B. Client Relationship Management

• Own and strengthen relationships with hiring managers, HRBPs, TA Heads across sectors.

• Conduct regular review calls, expectation-setting, and feedback loops to drive repeat business.

• Position Rekrut as a specialist partner through insights, benchmarking, and sector knowledge.

• Manage escalations proactively and maintain trust, predictability, and delivery confidence.

C. Order Book Management

• Maintain and grow a healthy, high-value order book with clear priority, ageing discipline, and fulfilment plans.

• Ensure JDs are actionable, calibrated, and continuously advanced in the pipeline.

• Build visibility on forecasted closures and quarterly achievement.

D. Team Leadership

• Lead, coach, and scale a team of 7 senior recruiters (growing to 12 by Mar ’26).

• Drive daily huddles, weekly reviews, performance rituals, and capability building.

• Standardise sourcing playbooks, interview frameworks, and market mapping workflows.

• Build a culture of ownership, speed, and professional maturity.

E. Sector Intelligence + Sales Collaboration

• Work closely with Sales to: o Identify high-potential accounts in Engineering, Manufacturing, Industrial, Pharma, Construction, Consumer, FMEG, Durables. o Provide sectoral feedback, role insights, and hiring patterns to shape BD strategy. o Build and publish case studies, success stories, and sector capability decks.

• Strengthen our positioning as a specialist partner in core sectors.

F. Governance & Process Excellence

• Ensure CRM hygiene, mandate tracking, and data discipline.

• Uphold compliance on documentation, contracts, and internal processes.

• Drive continuous improvement in sourcing velocity, quality, and recruiter productivity.

Key KPIs

• Order Book Value: Consistent growth with ageing discipline and forecast visibility

• Closure Targets: Mandate completion velocity & quarterly closures

• Interview-to-Offer Ratio: Minimum 1:5 for mid & senior roles

• Recruiter Productivity: Submissions/day, calibrated profiles/week, closures/month

• Client Satisfaction: Repeat mandates, NPS-style feedback, escalation-free delivery

• Team Ramp-up: Expand to 12 senior recruiters by Mar 2026 with performance stability

• Case Studies: 1–2 sectoral case studies/month in partnership with Sales

Ideal Profile

• 8–12 years of experience in perm hiring with deep exposure to engineering, industrial, manufacturing or allied sectors.

• Track record of closing mid & senior mandates across plant, projects, operations, quality, supply chain, R&D, commercial, and corporate roles.

• Strong client-handling maturity — can engage CXOs/HO/TA heads with confidence.

• Proven team leadership experience managing 5–12 recruiters.

• Strong process orientation, market understanding, and delivery discipline

Competencies

• Sector Knowledge (Engineering/Industrial/Pharma/Construction/Consumer/FMEG)

• Leadership & People Development

• Client Engagement & Expectation Management

• Delivery Excellence & Role Decoding

• Analytical & Process Orientation

• High Accountability, Ownership, and Speed

• Stakeholder Collaboration (Sales, CR, Leadership)