Job Description

Recruiter Partnerships
(Senior Associate / Assistant Manager)
The short version:
Who we're looking for: Someone who loves spotting opportunities, and turning conversations into lasting partnerships. You enjoy the chase - understanding what others need, crafting solutions that make sense, and following through till the deal is done. If you're persuasive without being pushy, organized without being rigid, and genuinely enjoy building trust that lasts, you'll fit right in here.
What this role is about: You'll be working with CXOs and senior hiring leaders from some of India's top companies - understanding their talent needs, pitching Kraftshala's programs, and making it easy for them to hire our trained students.
Why you should apply: Because this is where business growth meets real impact. Every partnership you build opens new doors - for companies to find great talent and for students to launch their careers. You'll develop sales and stakeholder management skills that'll stay with you for life, and build a powerful network across India's leading brands and agencies.
About us: Kraftshala is India's largest higher-education institution in terms of marketing placements, with a 94% placement rate across ~3,000 candidates, and we are gunning to become the world's largest career launchpad, across domains.
We're backed by a number of eminent investors including ex-unicorn startup founders and CXOs of global giants like RedBus, NoBroker, Nestle, and Performics.
The detailed version:
Kraftshala runs training programs in Marketing and Sales for candidates seeking entry-level positions. The high placement percentage of our students is one of the biggest reasons they choose Kraftshala, which is why the Recruiter Partnerships team is such a critical team within Kraftshala.
The primary metric you have to move in this role is Student Placements. For this, the work is split into 2 parts:
Building New Relationships and Strengthening Current Ones

• 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

Managing the Operations of Placements

• Placements are not just driven by initiating relationships but also flawless execution. While you will have support from an operations team, placement processes can be complex, and you will need to stay on top of the execution and optimize consistently.

• Co-creating an effective hiring process that works for the recruiter and gives them the best chance of hiring from Kraftshala

• 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

Monthly Outcomes:
Month 1:

• Understand Kraftshala's training programs and student profiles in depth.

• Shadow ongoing recruiter conversations and placement processes.

• Build a tracker for recruiter needs and hiring cycles.

Month 2:

• 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.

Month 3+:

• 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.

Top Grading:
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.
Must-Have Skills:

• 2-4 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

Recruitment Process:
As a small team, we must get to know each other before taking the leap. We want to ensure you succeed in your role within our team. Each conversation with us will last about 30-60 minutes, and will be a mix of online and in-person interactions.

• Conversation 1: This will be a virtual call with the HR team to understand your profile briefly and share the details of the selection process to set expectations about what you're signing up for

• Technical Exercise: This is a specific assessment designed to evaluate your fit for this role

• Conversation 2: This will be a detailed assessment review conversation with the Operations team to go over your submission for the technical exercise.

• Conversation 3: This will be a conversation where you can expect to be further evaluated on the competencies needed for the job (mentioned above).

• Conversation 4: A conversation with our CEO to ensure that there is a fit with the Kraftshala Kode (read below about it).

• Extending an offer: If all goes well, we will extend an offer that will mention the relevant details.

Location
Delhi
Know more about Kraftshala's philosophy, culture and investors .

Skills Required