Walk-in | Senior Recruiter

Vashi Electricals; Navi Mumbai; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Vashi Electricals is seeking an experienced Recruiter to own end-to-end recruitment, including bulk and lateral hiring across multiple functions in Navi Mumbai. You will manage a large requisition load, ensure timely closures, and maintain strong candidate experience while collaborating with hiring managers to define role profiles and timelines.

You will drive pipeline building, conduct negotiations, and use ATS/MS Excel for tracking and reporting, ensuring efficiency in a fast-paced industrial

Qualifications

• Deep, current hands-on expertise across major portals and sourcing tools.

Responsibilities

• End-to-end recruitment: own requisition intake, sourcing, screening, interview coordination, offer negotiation and closure for high-volume roles.
• Bulk hiring: plan and execute large-volume drives (walk-ins, campus drives) for sales, service/technical, warehouse and support.
• Lateral hiring: independently manage niche and mid-to-senior roles with targeted sourcing.
• Multi-requisition management: handle 20+ open positions across locations without sacrificing quality.
• TAT ownership: track openings vs. TAT, flag risks, and adjust sourcing strategy.
• Lead offer management: negotiate within bands, manage counter-offers, and close candidates.
• Maintain clean data in ATS and generate reports for continuous improvement.
• Relationship with hiring managers and stakeholders to set timelines and manage expectations.

Skills

Portal mastery

Stakeholder management

TAT discipline

Volume handling

Negotiation

Communication

ATS proficiency

Education

Bachelor's degree in any discipline

MBA/PGDM – HR (advantage)

Tools

MS Excel

ATS

Job description

Role & responsibilities

Bulk & Lateral Hiring (Core Mandate)

End-to-End Recruitment: Own the complete recruitment lifecycle requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure for a high volume of concurrent open positions.

Bulk Hiring: Plan and execute large-volume hiring drives (walk-ins, hiring days, campus-linked bulk drives) for roles such as sales, service/technical, warehouse, and support functions.

Lateral Hiring: Independently manage niche and mid-to-senior lateral positions requiring targeted, precision sourcing across specialized skill sets.

Multi-Requisition Management: Simultaneously manage a large, diverse requisition load across multiple functions and locations without losing pace or quality on any single role.

TAT Ownership: Track every open position against its TAT, proactively flag risks, and course-correct sourcing strategy to keep every requisition on schedule.

2 Sourcing & Job Portal Expertise

Portal Mastery: Expert-level, hands-on working knowledge of all major job portals and sourcing platforms (Naukri, LinkedIn Recruiter, IIM Jobs, Indeed, Found it, referral platforms, etc.), including advanced/Boolean search techniques.

Channel Optimization: Continuously evaluate and optimize the sourcing-channel mix (portals, referrals, consultants, campus, social media) for cost and speed.

Pipeline Building: Proactively build and maintain a warm pipeline of active and passive candidates for recurring and hard-to-fill roles, so positions can be filled faster than a cold start.

Employer Branding: Represent Vashi professionally to candidates at every touchpoint, ensuring a strong candidate experience that supports the employer brand.

3 Stakeholder Management

Hiring Manager Partnership: Build strong, trusted working relationships with hiring managers and functional leaders across the business; understand role nuances beyond the JD.

Requirement Definition: Proactively challenge vague or unrealistic requirements, guide hiring managers toward a hirable, market-aligned candidate profile.

Expectation Management: Set clear timelines and expectations with stakeholders on every requisition; communicate proactively on progress, roadblocks, and trade-offs.

Influence Without Authority: Confidently push back on interview delays or scope creep, and drive hiring managers toward timely decisions to protect TAT.

4 Offer Management & Closure

Negotiation: Lead compensation discussions within approved bands; manage counter-offers and competing offers to maximize offer-acceptance rates.

Candidate Closure: Own the candidate relationship through to joining proactive follow-ups, pre-boarding engagement, and offer-drop mitigation.

Documentation & ATS: Maintain clean, current requisition and candidate data in the ATS; ensure hiring documentation meets internal audit standards.

5 Reporting & Continuous Improvement

Metrics Ownership: Track and report TAT, cost-per-hire, source-mix effectiveness, and offer-to-joining ratio across the requisition portfolio.

Process Improvement: Identify recurring bottlenecks in the hiring funnel and recommend process or sourcing changes to improve speed and quality.

Preferred candidate profile

Recruitment Depth: 47 years of experience in recruitment, with 100% of that experience in hands-on hiring no generalist/HR-operations background required.

Bulk Hiring: Proven track record of running high-volume bulk hiring drives with strong closure rates.

Lateral Hiring: Demonstrated success independently closing niche and mid/senior lateral positions across multiple functions.

Multi-Tasking at Scale: Experience managing a large, concurrent requisition load (20+ open positions at a time) across locations/functions.

Industry Background: Experience recruiting for industrial, B2B distribution, retail, manufacturing, or a similarly sales/operations-heavy environment is strongly preferred.

SKILLS REQUIRED :

Job Portal Expertise: Deep, current, hands-on expertise across all major job portals and sourcing tools, including advanced Boolean/X-ray search.

Stakeholder Management: Strong, confident stakeholder-management skills — able to influence, negotiate, and drive hiring managers toward timely decisions.

TAT Discipline: Proven ability to consistently work within and protect tight TATs across multiple simultaneous hiring needs.

Volume Handling: Strong organizational skills to manage a high, diverse requisition load without dropping quality.

Negotiation: Skilled at offer negotiation and closing candidates against competing offers.

Communication: Excellent verbal and written communication; confident engaging candidates and stakeholders at all levels.

ATS/Systems: Comfortable working within an ATS and MS Excel for pipeline tracking and reporting.

PREFERRED QUALIFICATIONS

Education: Bachelor's degree in any discipline; a postgraduate degree/diploma in HR (MBA/PGDM – HR) is an advantage.

Certifications: Certification in Talent Acquisition / Recruitment (e.g. LinkedIn Certified Recruiter, AIRS/similar) is a plus.

Prior Employer Type: Background in a staffing/RPO firm or an in-house recruitment team handling high-volume hiring is a strong differentiator.