Senior Associate-Recruiter Partnerships

• Identifying, developing, and winning new recruiter partnerships, in addition to strengthening current ones, for placing our students
• Understanding hiring needs and challenges to craft value-added propositions
• Establishing relationships and credibility with C - levels/Heads among prospective companies
• Staying abreast with the recruitment ecosystem and keeping an eye out on who’s hiring for what roles

• Co-creating an effective hiring process that works for the recruiter and gives them the best chance of hiring from us.
• Planning timelines effectively and communicating consistently with all stakeholders to ensure they are met as much as possible
• Staying on top of the operations of the placement process and intervening as and when necessary
• Coordinating with different stakeholders, internal and external, to manage recruitment processes

• Understand our training programs and student profiles in depth.
• Shadow ongoing recruiter conversations and placement processes.
• Build a tracker for recruiter needs and hiring cycles.

• Independently start engaging with recruiters (CXOs/HR Heads).
• Own specific placement processes with operational support.
• Identify at least 5 new recruiter prospects and initiate outreach.

• Consistently close recruiter partnerships and manage end-to-end placement processes.
• Drive placements for a defined set of students/companies.
• Optimize processes to reduce friction and improve recruiter experience.

• Impactful Communication: An A-Player communicates with clarity and presence, influencing senior stakeholders and building credibility quickly. A B-Player communicates in a way that lacks conviction, leading to weak influence or misalignment.
• User Centricity and Value Addition: An A-Player builds long-term trust with CXOs/HR leaders, customizing value propositions. A B-Player treats relationships as transactional and fails to maintain trust over time.
• Ability to Plan Well: An A-Player anticipates recruiter timelines, aligns resources, and creates structured plans to meet placement goals. A B-Player reacts to events as they come and often misses deadlines due to poor planning.
• Bias for Action: An A-Player acts decisively, moves conversations forward, and removes bottlenecks without waiting for direction. A B-Player delays decisions, overanalyzes, or waits for others to push progress.
• Conflict Management: An A-Player addresses conflicts directly, listens empathetically, and seeks win–win resolutions with recruiters, students, and internal teams. A B-Player avoids tough conversations, lets issues linger, or escalates prematurely.
• Ownership: An A-Player takes full responsibility for placement outcomes end-to-end, stepping in wherever required to ensure success. A B-Player limits responsibility to their tasks and deflects when outcomes slip.
• Problem-Solving: An A-Player uses data and recruiter/student insights to diagnose root causes before acting and validates solutions before scaling. A B-Player acts on instinct or visible symptoms and implements fixes without understanding the underlying issue.

• 2+ years of prior experience in B2B / B2C Sales or Placement Management (We are not too fussed about the number of years. Experience is simply a proxy for capability, which is what we really care for).
• Empathy and a high Emotional Quotient to actively engage with clients, understand & solve their challenges
• Working knowledge of MS Office (Excel, Word, and Powerpoint) and comfort with the general usage of tools and technologies that support process automation

Weekday AI