HR Recruiter

SETMI India has been serving India's electronics and AV industry since 1983. We are expanding our sales, technical, warehouse and back-office teams — and we need someone who can consistently put the right people in front of us.

This is a pure hiring role. Your job is one thing: fill open positions with quality candidates, fast. You will own the funnel end to end — sourcing, screening, scheduling, offer and joining — and you will be measured on closures, not activity.

• 2. Key Responsibilities A. Understanding the Requirement: Meet the MD and department heads to understand each open role — skills, experience, salary band, target profile and urgency.
• Convert every requirement into a clear job description and a written hiring brief before starting the search.
• Advise on realistic salary benchmarks and availability based on current market conditions.
• B. Sourcing: Source candidates across all relevant channels: Naukri, Indeed, LinkedIn, Apna, WorkIndia, Shine, job groups, walk-ins and local notice boards.
• Build and maintain a referral network — existing employees, vendors, industry contacts and local trade circles in Chandni Chowk / Lajpat Rai Market.
• Manage relationships with placement consultants and negotiate their commercials.
• Run targeted headhunting for niche roles — technical sales, AV/electronics product knowledge, import documentation.
• Build and maintain a live candidate database so repeat roles can be filled from the existing pool.
• C. Screening & Shortlisting: Conduct first-level telephonic and in-person screening on experience, stability, salary expectation, location and notice period.
• Verify claims on the CV before shortlisting — no forwarding of unchecked profiles.
• Present a clean, comparable shortlist with a written note on each candidate's strengths, gaps and fitment.
• D. Interview Coordination: Schedule interviews with the MD and department heads; manage calendars, reminders and rescheduling.
• Ensure candidates arrive on time, are briefed on the company, and are attended to properly at the office.
• Collect structured feedback after every round and close the loop with each candidate — selected or rejected.
• E. Offer & Closure: Negotiate salary within the approved band and close the offer.
• Release offer and appointment letters, collect acceptance and documents.
• Stay in regular contact with the candidate between offer and joining date to prevent drop-outs.
• Complete reference checks and background verification before joining.
• F. Onboarding Handover: Ensure joining formalities, documentation and induction are completed on day one.
• Hand over the new joiner to the reporting manager with a clear role brief.
• Follow up at 7, 30 and 90 days to check settling-in and flag early risk of exit.
• G. Reporting: Maintain a live recruitment tracker: position, source, stage, candidate status, expected joining date.
• Publish a weekly hiring status report to the MD — open roles, pipeline, closures, blockers.
• Report on cost per hire across sources and recommend where to spend and where to stop.

3. Key Result Areas (How Success Will Be Measured)#KRAMeasure1ClosuresNumber of positions closed per month against target2Turnaround timeAverage days from requirement raised to candidate joined3Shortlist qualityRatio of profiles shared to profiles shortlisted by the interviewer4Offer-to-join ratioPercentage of offered candidates who actually join5Early attritionNew joiners still with the company after 90 days6Cost per hire Reduction in consultant and portal spend per closure7Pipeline healthReady backup profiles maintained for every recurring role

4. Roles You Will Hire ForSales Executives · Technical/Inside Sales · Counter Sales · Warehouse & Store Staff · Accounts & Billing · MIS / Data Executive · Admin & Front Office · Field Sales · Drivers & Support Staff

5. Skills & Competencies Must have

• Hands-on experience with Naukri Recruiter or a similar job portal dashboard — searching, filtering, mass mailing, response management.
• Strong telephonic skills — able to pitch a role, hold attention and read a candidate correctly in one call.
• Fluent in Hindi and English, both spoken and written.
• Good MS Excel / Google Sheets — trackers, filters, basic formulas.
• Persistence. Recruitment is a follow-up game; drop-offs happen when the recruiter goes quiet.

Should have

• Ability to judge stability and intent, not just skills — we hire for the long term.
• Comfort working directly with the owner and handling direct, fast feedback.
• Confidentiality with salary and candidate information.
• Self-driven; able to run the desk without daily supervision.

Good to have

• Experience hiring for trading, distribution, electronics, hardware or SME businesses.
• Prior consultancy experience with volume hiring targets.
• Familiarity with basic onboarding documentation and HR records.
• 6. What We Offer: Direct reporting to the Managing Director — fast decisions, no layers.
• Incentive on every successful closure over and above fixed salary.
• Full ownership of the hiring function and freedom to choose sourcing channels.
• A 40+ year old, stable and respected name in India's electronics distribution industry.
• Growth path towards a full HR & Admin role as the organisation scales.

7. How to Apply: Send your CV with current CTC, expected CTC and notice period to:

Email: owner@setmiindia.org Subject line: Application — HR Recruiter Website: www.setmiindia.com

SETMI India is an equal opportunity employer. We hire on merit, capability and attitude.