Website:
massivecharging.com
Job details:
Massive Charging is hiring a Recruitment Lead at its Gurgaon Office to own end-to-end talent acquisition - sourcing, screening, interviewing, and closing. He/she will be reporting to the CEO.
Massive Charging (https://massivecharging.com/) is building EV charging infrastructure in India - full stack, hardware to software - including the CMS, driver app, and APIs used by charge point operators, fleets, and cities across the country.
The Role
We're hiring a Recruitment Lead to build our talent acquisition function from the ground up. This isn't a role for someone who wants to run a well-oiled ATS someone else designed - there is no existing playbook here.
You'll be reporting directly to the CEO, with a mandate to design how MASSIVE finds, evaluates, and closes talent across engineering, operations, and business functions. If you want ownership over a real business function from day one - not a cog role inside a large TA team - this is that job.
What You'll Do
- Own end-to-end recruitment: sourcing, screening, interview coordination, offer negotiation, and closing, across all functions and levels.
- Build the recruitment engine from scratch - job description templates, interview scorecards, sourcing channels, applicant tracking process, and employer branding.
- Partner directly with the CEO and function heads to translate hiring needs into role specs and push back where a request is vague or unrealistic.
- Build and manage a pipeline across multiple open roles simultaneously, in a fast-moving startup environment where priorities shift.
- Represent MASSIVE's culture and values accurately to candidates - you are the first impression of the Company for every hire.
- Track and report hiring metrics (time-to-fill, source effectiveness, offer-acceptance rate) directly to the CEO.
- As the team grows, potentially hire and manage junior recruiting support.
Who You Are
- 3-5 years of recruitment experience, ideally with some exposure to building or scaling a hiring function (not just executing against an existing one).
- High agency - you don't wait for someone to fix the tool, approve the process, or hand you the budget before you get the role filled. You find a way, and you don't treat missing resources as a reason the job didn't get done.
- Excellent verbal and written communication - this is non-negotiable. You will be corresponding with candidates, negotiating offers, and reporting to the CEO; sloppy or unclear communication is disqualifying regardless of other strengths.
- A genuine passion for recruitment as a “craft”, not a fallback career choice. This is a builder role - someone doing this because they have to won't survive the ambiguity or put in the work to build process.
- Ownership and responsibility as a default mode of operating, not something that needs to be assigned.
- Self-starting, self-aware, and comfortable being self-critical - you'll often be the only person in the building who knows what "good" looks like for this function, so you need the judgment to know when your own process isn't working.
- Action-oriented with a deep-dive attitude - curious enough to actually understand the roles you're hiring for (EV hardware, software, and operations are technical domains; you can't recruit well for what you don't understand).
- Comfortable with a startup's pace and ambiguity - this is not a role with a fixed script.
Deal-Breakers
- No passion for recruitment as a function - this role is about building a team and a hiring culture, not filling requisitions on autopilot.
- Weak written or verbal communication of any kind.
- Discomfort with ambiguity or an expectation of a pre-built process to execute against.
Click on Apply to know more.
