VP Partnerships and Placements

VP PARTNERSHIPS & PLACEMENT

Organisation

Twilight Grey Private Limited

Role Type

Full-Time, Senior Leadership

Location

Bangalore, India (with significant domestic and international travel)

Reporting To

CEO, Twilight Grey

Expected Start

Immediate

CTC

24-30 lakhs pa + incentive

Twilight Grey Private Limited is a merit-based career platform for Indian nursing professionals, backed by Menterra Social Impact Fund II. The platform connects psychometrically assessed nurses with domestic and international healthcare employers — addressing both the critical shortage of verified nursing talent in India's private healthcare sector and the transformative demand for Indian nurses in global markets including Germany, Singapore, the UK, and Japan.

The Head of Partnerships & Placements is the revenue engine of the business.

The Head of Partnerships & Placements owns the demand side of the TGA marketplace in its entirety. This means two interconnected mandates: building and managing relationships with healthcare employers across India and internationally (Partnerships), and ensuring that assessed nurses are successfully placed in roles that match their profile and aspirations (Placements). Both mandates feed the same outcome — verified placements that generate revenue, build TGA's reputation, and create the nurse success stories that fuel further growth.

This is not a traditional recruiting or staffing role. It is a business development and relationship management role in a high-growth, early-stage platform company. The right person has the commercial instincts of a B2B sales leader, the empathy of a placement counsellor, and the operational discipline of someone who can manage 50+ active employer relationships and a live nurse-to-job matching pipeline simultaneously.

artnerships Mandate

Placements Mandate

• Sign domestic hospitals, care centre and nursing home partners across India
• Develop international employer and agency partnerships in Singapore, Germany, UK and Japan
• Build nursing college pipeline partnerships for nurse referral volume
• Negotiate and manage MoUs, placement agreements and fee structures
• Grow and retain the employer network to sustain placement velocity at scale
• Own the end-to-end placement process from nurse shortlisting to confirmed start date
• Drive employer shortlisting, interview scheduling, offer management and acceptance
• Manage post-placement quality: 30-day and 90-day check-ins and replacement process
• Own the ( ₹10,000–2,50,000) placement fee revenue line and collection
• Build and manage the placements team as volume scales

Building the domestic employer network is the single most urgent task in this role. Domestic placements provide the proof-of-concept volume that validates the platform, funds early operations, and demonstrates TGA's value to nurses and investors alike.

• Identify and prioritise target employers: Map the domestic employer landscape by city — private hospitals (100–500 beds), corporate hospital chains, nursing homes, home care agencies and transition care centres — and build a prioritised outreach pipeline organised by placement volume potential and geographic concentration.
• Lead employer onboarding: Conduct the partnership sales conversation personally for all anchor employer accounts. Negotiate MoUs that define placement fee terms, candidate quality standards, interview timelines, and TGA's replacement guarantee terms. Ensure MoUs are signed before the first nurse is referred.
• Build the India network first: In the first 3 months, sign a minimum of 15 India-based employer partners — hospitals, care centres and nursing homes — who commit to posting live vacancies on the platform. This is the foundation on which all subsequent nurse acquisition marketing is built.
• Maintain active employer relationships: Conduct monthly employer reviews with anchor partners. Track vacancy fill rates, nurse performance scores, and employer NPS. Flag and resolve employer dissatisfaction before it becomes attrition from the platform.

International placements generate ten times the placement fee of domestic placements. Building the international employer pipeline is therefore the highest-value commercial activity in this role — even if volumes are lower in Year 1. The target is 100 international placements in Year 1.

• Identify 1 or 2 countries (Germany/Japan/Ireland) that are actively hiring nurses from India. Build relationships with potential employers and sign MoUs. 
• International employer onboarding: For every international employer or agency partnership, define: the nurse profile requirements, the pre-placement documentation checklist, the language assessment threshold, the salary and benefits package, and TGA's placement fee terms. Ensure all international employer agreements include a minimum intake commitment per quarter.
• Work closely with CEO, Head and Operations to establish Language training, Visa and documentation support, cultural training etc required for getting the nurse job ready. 
• Set up the end-to-end process and infrastructure for the international placement customer journey.

The placements side of this role is the operational engine that converts employer demand and nurse supply into confirmed placements and placement fee revenue.

• Manage the active placement pipeline: Maintain a live view of every active application on the platform — from employer shortlisting through interview, offer, and confirmed start date. Intervene personally where there is a risk of placement drop-off: nurse getting cold feet, employer delaying interview, offer terms below nurse expectation.
• Drive employer shortlisting and interview activity: Employers are busy. Left to themselves, they will shortlist slowly and interview inconsistently. The Head of Partnerships & Placements is accountable for keeping employers active on the platform — chasing shortlists, confirming interview dates, following up on offer status. Target: <48 hours from nurse application to employer first response.
• Manage offer negotiation and acceptance: When a nurse receives an offer, guide her through the decision. For domestic placements, this means ensuring the salary, location and start date are acceptable. For international placements, this means walking through the full documentation and process timeline so the nurse understands what she is committing to. TGA's offer acceptance rate target is >70%.
• Own post-placement quality: Conduct or supervise TGA's 30-day and 90-day check-in calls with placed nurses. Flag placements where the nurse is dissatisfied, the role is misrepresented, or the employer environment is poor. Activate TGA's replacement guarantee within 60 days for placements that break down. Use post-placement data to continuously improve employer quality scoring and nurse matching.
• International documentation management: International placements require extensive documentation (apostille of degree, NC registration certificate, language test certificates, CGFNS/NMC/DHA equivalency, visa documents). The Head of Partnerships & Placements is accountable for ensuring internationally-placed nurses complete their document checklists on time and are not dropped from employer pipelines because of documentation delays.
• Invoice and collect placement fees: Generate placement fee invoices through the platform on offer acceptance. Follow up on payment with employer finance teams. Domestic placement fee collection target: within 30 days of nurse start date. International placement fee: 50% on offer acceptance, 50% on nurse start date.

The Head of Partnerships & Placements is TGA's primary revenue generator in Year 1. This role owns the placement fee revenue line — the largest single source of revenue in the business model — and is directly accountable to the CEO for hitting it.

• Own the placement revenue target:
• Build the employer revenue pipeline: Maintain a CRM view of the employer pipeline showing: employer name, stage (outreach / MoU signed / first vacancy posted / first placement / repeat hire), estimated annual placement volume, and expected fee revenue. Report weekly to the CEO on pipeline health.
• Manage placement fee pricing:

In Year 1, the Head of Partnerships & Placements operates largely as an individual contributor supported by the CEO and the technology platform. As placement volumes grow, a team will need to be structured and hired. This person defines that structure and makes those hires.

• Define the placements team structure: roles required (Placement Coordinator, Employer Relations Manager, International Placement Specialist, Documentation Support), reporting lines, and hiring sequencing
• Build the team's CRM and workflow discipline from Day 1 — every employer contact, every nurse application, every placement outcome logged with the same rigour regardless of volume
• Conduct weekly team pipeline reviews and set individual performance targets for each team member aligned with the monthly placement revenue goal

• Highly Desirable
• Prior experience at a nursing or allied health staffing agency, hospital group HR function, or international healthcare recruitment firm
• Knowledge of the Germany Triple Win Programme, HAAD/DHA licensing in the UAE, NMC OSCE pathway for the UK, or SSW visa requirements for Japan
• Experience building and managing a small B2B sales or placement team (3–8 people)
• Existing network of hospital HR contacts in Bangalore, Hyderabad, Chennai or Mumbai
• Familiarity with CRM tools (Leadsquared, HubSpot, Salesforce) for pipeline management
• Comfort working in an early-stage, high-ambiguity environment where processes need to be built from scratch rather than inherited

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