Business Development Manager (RPO)

Key Responsibilities

1. Client Management & Stakeholder Coordination

Act as the primary point of contact for all RPO clients.

Conduct regular review meetings, governance calls, and performance updates.

Understand client business requirements, workforce planning, and hiring cycles.

Handle escalations proactively and maintain high client satisfaction.

Collaborate with client HR teams, Talent Acquisition Heads, Hiring Managers, and leadership stakeholders.

2. Delivery & Operations Management

Own and manage the complete recruitment lifecycle for RPO projects.

Ensure timely fulfillment of junior, mid-level, and senior hiring mandates as per SLA.

Allocate requisitions to recruiters and monitor daily/weekly performance.

Ensure quality sourcing, screening, interview coordination, and offer management.

Optimize recruitment processes to improve efficiency and reduce turnaround time (TAT).

Manage ageing requisitions and critical/niche hiring requirements.

3. Team Leadership & Performance Management

Lead and manage a team of recruiters across onsite, offshore, or hybrid models.

Conduct training, coaching, and regular performance feedback sessions.

Drive productivity, discipline, and recruitment quality standards.

Set and monitor KPIs including:

Daily submissions

Interviews scheduled

CV quality

Offer conversion ratio

Manage team workload distribution and issue resolution.

4. SLA & Compliance Governance

Ensure all recruitment SLAs are achieved, including:

TAT adherence

Closure timelines

Offer-to-join ratio

Quality metrics

Monitor dashboards, ATS, MIS reports, and client systems.

Maintain compliance with documentation, recruitment standards, and process guidelines.

Ensure adherence to client-specific hiring protocols and governance standards.

5. Reporting & MIS Management

Publish daily, weekly, and monthly recruitment reports and dashboards.

Track recruitment funnel metrics:

Sourcing

Screening

Shortlisting

Interviews

Offers

Joining

Identify hiring bottlenecks and implement corrective action plans.

Provide market intelligence on hiring trends, talent availability, and competitor analysis.

6. Business & Process Improvement

Identify opportunities to improve delivery efficiency and expand account scope.

Recommend workflow automation and process optimization initiatives.

Support onboarding, transition, and implementation of new RPO projects.

Key Skills & Competencies

Strong understanding of end-to-end recruitment and RPO processes.

Excellent client relationship and stakeholder management skills.

Hands-on experience with ATS/CRM tools and recruitment dashboards.

Strong leadership, mentoring, and team management capabilities.

Analytical thinking with excellent problem-solving and decision-making skills.

High ownership mindset with a strong focus on delivery excellence.

Ability to manage high-volume and niche hiring requirements efficiently.

Experience & Qualifications

5–10 years of experience in recruitment.

Minimum 2–4 years of experience in RPO or onsite delivery management.

Experience handling large-scale or multi-location hiring projects.

Proven track record of managing recruitment teams and client SLAs.

Graduate/Postgraduate in HR, Business Administration, or related field preferred.

KPIs / Performance Metrics

Focus on outbound leads and business growth.

Lead generation and closure ratio.

Daily and weekly team productivity.

Offer-to-joining ratio.

Quality of hire and stakeholder satisfaction.

SLA adherence including TAT and ageing positions.

Team performance and stability scorecard.

How to Apply

Interested candidates can share their updated resume along with relevant experience details.