| Detail | For this role |
|---|---|
| Department | Human Resources |
| Level | Manager |
| Reports to | Head of Talent Acquisition |
| Direct reports | Recruitment Executive, Recruitment Coordinator, Sourcing Specialist |
| Experience | 7 to 10 years in recruitment, with 2 or more years leading a team of recruiters |
Recruitment Manager job description template
Copy this job description, replace the text in square brackets and post it on your careers page or a job portal.
Job title: Recruitment Manager
Department: Human Resources
Reports to: Head of Talent Acquisition
Location: [City], [office, branch or site]
About the role
A Recruitment Manager runs the daily hiring engine, usually for high-volume and frontline roles such as sales staff, store teams, customer support agents, nurses or plant operators. The role leads recruitment executives and coordinators, plans sourcing through job portals, walk-in drives, consultants and referrals, and keeps interviews, offers and joinings moving every day. It reports to the Head of Talent Acquisition or the HR Manager. A good recruitment manager fills positions at the pace the business needs without lowering the selection bar.
Key responsibilities
- Review open positions with the team every morning, assign them to recruiters and set daily targets for calls, interviews and offers.
- Plan sourcing for each role across job portals, referrals, consultants, walk-in drives, social media and local job fairs.
- Organize bulk hiring drives for frontline roles, covering venue, assessments, interview panels and same-day offers.
- Brief hiring managers on candidate availability and salary expectations in the market, and agree clear selection criteria for each role.
- Manage recruitment consultants: share mandates, check CV quality and approve invoices only against actual joinings.
- Track offers and joining dates, and keep in touch with selected candidates until they report on day one.
- Keep the recruitment tracker and applicant tracking system accurate, with stages, rejection reasons and dropout reasons recorded.
- Report daily and weekly hiring numbers to the Head of TA, flagging positions at risk of missing their dates.
- Check candidate documents and background verification status before joining, and raise discrepancies with HR.
- Coach recruitment executives on screening calls, interview scheduling and handling candidate objections.
Requirements
- MBA or PGDM in HR, or a graduate with deep recruitment experience
- Familiarity with aptitude and language assessments for frontline hiring is an advantage
- 7 to 10 years in recruitment, with 2 or more years leading a team of recruiters
KRAs and KPIs for a Recruitment Manager
Key result areas for the appraisal form, each with a KPI you can measure every month or quarter.
| Key result area | How to measure it |
|---|---|
| Positions filled | At least 90 percent of assigned positions filled by the agreed date each month |
| Time to fill | Average time to fill frontline roles of 21 days or less |
| Offer dropouts | Offer dropouts below 15 percent of accepted offers |
| Cost per hire | Cost per hire within budget, with consultant fees inside the agreed share of spend |
| Early attrition | Fewer than 15 percent of hires leaving within 90 days of joining |
| Tracker accuracy | Every candidate shown at the correct stage at the weekly tracker check |
Skills and tools
Tools used day to day: Naukri Resdex, Apna or WorkIndia, Applicant tracking system, LinkedIn, Excel trackers, WhatsApp Business.
Reporting line and career path
Next roles: Talent Acquisition Manager, Head of Talent Acquisition, HR Manager
Interview questions for a Recruitment Manager
- We need 60 store staff across three cities in 30 days. How do you plan it?
- How would you run a walk-in drive for 300 candidates in a single day?
- A hiring manager rejects every candidate with vague reasons. What do you do?
- What do you check before approving a consultant's invoice?
- Our offer dropouts are high. What would you change in the process?
- How do you keep a team of six recruiters motivated after a month of missed targets?
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What does a recruitment manager do?
A recruitment manager leads the team that fills open positions. The role assigns requisitions to recruiters, plans sourcing through portals, walk-ins, referrals and consultants, organizes bulk hiring drives, tracks offers until candidates join and reports hiring numbers. It is most common in companies that hire frontline staff in large numbers.
What is the difference between a recruitment manager and a talent acquisition manager?
In many companies the titles are interchangeable. Where both exist, the recruitment manager usually runs high-volume, target-driven hiring for frontline roles, while the talent acquisition manager handles professional and specialist hiring, workforce plan alignment, talent pools and employer branding.
What skills does a recruitment manager need?
A recruitment manager needs strong sourcing on job portals and social media, fast screening and interviewing, drive planning, consultant management and comfort with recruitment data. Leading a team to daily targets calls for coaching skills and persistence, and hiring managers expect clear, honest updates on what the market offers.