About Service Care Limited
Service Care Limited is an NSE-listed Integrated Business Services organization with over 25 years of experience delivering Workforce Solutions, Managed Workspace Services, and Digital Business Platforms to leading enterprises across India.
As part of its strategic transformation into a Human Capital as a Service (HCaaS) organization, Service Care is building a dedicated Recruitment as a Service (RaaS) business that will provide end-to-end talent acquisition solutions across industries.
The company is seeking an entrepreneurial business leader to establish and scale this business into one of the fastest-growing recruitment organizations in the country.
JOB SUMMARY
We are looking for a dynamic and entrepreneurial Business Head to lead our Recruitment Services vertical. This is a Business Owner role where you will be responsible for the complete lifecycle of the recruitment business—from acquiring new clients and partners to ensuring flawless delivery and operational excellence.
You will be the primary driver of the P&L, responsible for top-line revenue growth, bottom-line profitability, and market expansion. This role requires a blend of sales aggression, operational rigor, and strategic partnership management.
KEY RESPONSIBILITIES
A. Sales & Business Development (Revenue Generation)
- New Client Acquisition: Identify, prospect, and onboard new corporate clients across various industry verticals (IT, Non-IT, BFSI, Pharma, etc.).
- Account Mining: Expand the share of wallet within existing key accounts by cross-selling and up-selling recruitment services (Permanent, Contract, and RPO).
- Pipeline Management: Build and maintain a robust sales pipeline to ensure consistent monthly/quarterly revenue targets are met.
- Market Positioning: Position the company as a preferred recruitment partner by understanding client talent needs and workforce planning.
B. Strategic Alliances & Partnerships
- Partner Ecosystems: Develop and manage strategic alliances with channel partners, technology platforms, and staffing aggregators to increase deal flow and service capabilities.
- Vendor Empanelment: Lead efforts to get the company empanelled with large multinational corporations and government/PSU bodies.
- Network Building: Attend industry events and networking forums to represent the brand and generate high-level leads.
C. Operational Excellence & Delivery
- Service Delivery: Oversee the end-to-end recruitment process (Sourcing, Screening, Interviewing, Offer Management) to ensure quality and turnaround time (TAT) are met as per SLAs.
- Process Optimization: Implement best-in-class recruitment processes, ATS (Applicant Tracking Systems), and sourcing strategies to improve efficiency and reduce cost-per-hire.
- Quality Assurance: Ensure the Quality of Hire is maintained to reduce attrition and guarantee client satisfaction.
D. Profit & Loss (P&L) Management
- Budgeting: Prepare and manage the annual budget for the division, including revenue forecasts and expense controls.
- Margin Management: Monitor gross margins, billing rates, and payment terms to ensure profitability targets are exceeded.
- Cost Control: Keep a tight rein on operational costs, overheads, and team productivity ratios.
- Reporting: Present monthly/quarterly business reviews (MBRs/QBRs) to the Executive Directors detailing sales performance, profitability, and market risks.
E. Team Leadership & Culture
- Talent Management: Lead, mentor, and motivate a team of Recruitment Leads, Account Managers, and Delivery Consultants.
- Performance Management: Set KPIs for the team, conduct appraisals, and foster a high-performance culture.
- Training: Identify skill gaps and organize training sessions on sales techniques, negotiation, and advanced recruitment tools.
KEY PERFORMANCE INDICATORS (KPIs)
· Revenue: Achievement of Annual/Quarterly Sales Targets (Topline).
· Profitability: Achievement of Gross Margins and Net Profit targets (Bottom-line).
· Client Acquisition: Number of new logos signed per quarter.
· Client Retention: Renewal rate of existing contracts (>90%).
· Fill Rate: Speed and efficiency of filling positions (Average TAT).
· Team Productivity: Revenue per employee in the recruitment team.
4. QUALIFICATIONS & SKILLS
A. Experience
- Total Experience: 12 - 18 years of experience in the Recruitment/Staffing industry.
- Leadership: Minimum 5 years of experience in a leadership role managing P&L, Sales, and Operations for a recruitment vertical.
- Industry Knowledge: Deep understanding of the Recruitment/RPO ecosystem, current market trends, and hiring challenges.
B. Education
- MBA(Master of Business Administration) in Sales/Marketing or Human Resources is highly preferred.
- Bachelor's degree in business, HR, or related field.
C. Core Competencies
- Entrepreneurial Mindset: Ability to act as an owner, not just a manager. Comfortable with ambiguity and taking calculated risks.
- Sales Acumen: Strong track record of negotiating deals and closing large contracts (RPO or high-volume staffing).
- Financial Literacy: Ability to read and interpret P&L statements, balance sheets, and cash flow.
- Strategic Thinking: Ability to devise entry strategies for new markets/sectors.
- Stakeholder Management: Excellent communication and presentation skills to interact with C-level executives.
- Networking: Strong existing network of HR leaders and hiring managers.
