Recruitment Lead

IBMC; Indonesia; On-site; IDR 420,000,000 - 600,000,000; Full time

Job summary

IBMC is building a mass recruitment capability for manufacturing clients in Indonesia. This is a build role focused on designing the delivery model, sourcing infrastructure and productivity benchmarks, not learning on live delivery.

You will lead the outsourcing and volume recruitment function, reporting to the Chief People Officer, and scale teams across industrial zones while ensuring compliance with Indonesian labour regulations.

Qualifications

• Proven experience running volume blue-collar or industrial recruitment in Indonesia, at a scale of tens to hundreds of placements, not professional or white-collar hiring at low volume.
• Direct experience with outsourcing or labour supply delivery, including the operational and compliance mechanics, not only the sales side.
• Working knowledge of Indonesian labour regulation as it applies to outsourcing: PKWT, BPJS, and the current alih daya restrictions under Permenaker 7/2026.
• Track record building sourcing channels from scratch, particularly non-digital channels such as SMK partnerships, agent networks and field recruitment, rather than relying on job boards alone.
• Comfortable operating in industrial zones and manufacturing environments, including travel to client sites.
• Able to define and document process, because part of the value of this role is what remains after you have built it.
• Fluent Bahasa Indonesia and working English.

Responsibilities

• Deliver end-to-end mass recruitment for manufacturing clients in Indonesia.
• Design the delivery model and build sourcing infrastructure.
• Scale the outsourcing and volume recruitment function with compliant processes.

Job description

IBMC is moving into high-volume blue-collar outsourcing and technical workforce delivery for manufacturingclients in Indonesia. Our existing recruitment team is strong in professional and EOR hiring, which is a differentoperation from volume delivery. We are hiring someone who has already run mass recruitment at scale to build thatcapability properly, rather than learning it during live delivery against a client.

This is a build role, not a maintenance role. You will design the delivery model, build the sourcing infrastructure, andset the productivity assumptions the rest of the team is sized against. Recruiters are hired into the operation youdesign, not the other way round.

Where this role sits

You will report directly to the Chief People Officer and lead the outsourcing and volume recruitment function,running parallel to the existing IBMC and EOR talent acquisition team. Recruiters, team leads and operationalsupport are added under you as confirmed volume justifies them, against defined triggers rather than projections.

What you will own

• Delivery model design: end-to-end process from client demand intake through to worker mobilisation and first day-on-site, defined and documented rather than improvised per order
• Sourcing infrastructure: build and manage networks across vocational schools (SMK), training institutions,community and referral networks, sourcing agents and regional vendors, and field recruitment channels
• Regional pipeline management: maintain candidate supply across industrial zones, not just one location, soorders can be filled where clients actually operate
• Mass screening and selection: design high-throughput screening that holds quality at volume, including onsitehiring events and batch interviewing
• Batch onboarding and documentation: contracts, BPJS registration, medical checks, and worker files processedin batches without compliance gaps
• Productivity and cost model: establish defensible recruiter productivity and cost-per-hire figures for volumeblue-collar hiring, which the manpower model depends on
• Compliance discipline: ensure each order is delivered under the correct legal structure and that the three delivery lines are never mixed (see below)
• Platform collaboration: co-design sourcing and screening flows with our worker platform build, so thetechnology reflects how the operation actually runs
• Team build-out: as volume is confirmed, recruit, train and lead the recruiters, team leads and operational supportunder this function

The compliance boundary you will work within

Indonesian outsourcing regulation restricts what can be delivered under which structure, and getting this wrongcreates real exposure for both IBMC and the client. You will be expected to hold this line, not work around it.

• Alih daya (labour outsourcing): permitted for support functions only, such as security, cleaning, drivers,warehouse and general operational support
• Recruitment-only delivery: core production-line roles, where the client is the direct employer and IBMC handlessourcing and delivery, never acting as third-party employer
• Technical service contract: drone, PLC and industrial robotics maintenance and service work, delivered as acontracted service outcome rather than as personnel supply

First six months: what success looks like

Period Expected outcome

• Month 1 to 2 Delivery model documented end to end. Compliance structure per delivery lineconfirmed with the CPO. Initial sourcing channel map and target partner list built.
• Month 3 to 4 First sourcing partnerships signed, including SMK and agent networks. Screening andbatch onboarding process tested on a live order. Productivity and cost-per-hire baselineestablished from actual data.
• Month 5 to 6 Operation able to absorb a confirmed volume order without improvisation. Teamstructure and hiring plan sized against real productivity figures. Platform sourcing andscreening flows co-designed.

• Proven experience running volume blue-collar or industrial recruitment in Indonesia, at a scale of tens tohundreds of placements, not professional or white-collar hiring at low volume
• Direct experience with outsourcing or labour supply delivery, including the operational and compliancemechanics, not only the sales side
• Working knowledge of Indonesian labour regulation as it applies to outsourcing: PKWT, BPJS, and the currentalih daya restrictions under Permenaker 7/2026
• Track record building sourcing channels from scratch, particularly non-digital channels such as SMKpartnerships, agent networks and field recruitment, rather than relying on job boards alone
• Comfortable operating in industrial zones and manufacturing environments, including travel to client sites
• Able to define and document process, because part of the value of this role is what remains after you have built it
• Fluent Bahasa Indonesia and working English

Useful but not required

• Experience with technical or certified trades hiring (PLC, industrial automation, electrical certificationpathways)
• Exposure to Chinese-invested manufacturing clients in Indonesia, or Mandarin capability
• Experience working alongside a product or platform team on recruitment tooling