Business Development - Recruitment

ABOUT OUR CLIENTOur client has operated since 1988 and has expanded into international workforce recruitment. They collaboratively work registered with the Ministry of External Affairs, Government of India, placing Indian workers with employers in Europe, with Greece as our main market. Role & Responsibility:As Manager - HR & Culture with strong emphasis on recruitment and culture-building. The manager is responsible for: Driving end-to-end talent acquisition (sourcing, interviews, onboarding). Managing HR operations (employee lifecycle, payroll inputs, compliance, documentation). Overseeing performance management (KRAs, appraisals, probation reviews). Handling compensation & benefits (salary benchmarking, appraisal cycles). Shaping organizational culture (employee engagement, grievance handling, recognition programs). Duties:To build HR systems, strengthen workplace culture, and ensure smooth HR operations in a growing, founder-led organization. It combines strategic HR responsibilities (culture, performance, compensation) with hands-on recruitment ownership. Recruitment & Talent Acquisition: End-to-end hiring (sourcing, screening, interviews, offers, onboarding), market mapping, and agency management. HR Operations: Employee lifecycle management (onboarding, documentation, payroll inputs, compliance, exits) and maintaining accurate records. Performance Management: Define KRAs/KPIs, manage appraisal cycles, probation reviews, and performance improvement plans. Compensation & Benefits: Salary benchmarking, appraisal cycles, and transparent compensation decisions. Culture & Engagement: Foster ethics, accountability, and respect; handle grievances; design recognition and feedback mechanisms. Education: Graduate, MBA / PGDM in HR is an advantage, not a requirement. LLB / BA LLB: a plus, because VGIL works with employment contracts, overseas recruitment regulations, work-permit processes and lawyers. Key Requirements: 5 to 8+ years of progressive HR Generalist / HRBP / People Operations experience with substantial hands-on recruitment. Strong 4 - 5 year builders and 810 year candidates who remain fully hands-on will be considered. Has personally sourced and closed mid-level and senior hires through LinkedIn, job portals, referrals and direct outreach – not only through agencies – and can show how they improved quality or time-to-hire. Hands-on with attendance and leave, onboarding, documentation, performance reviews, appraisals and employee relations. At least one HR system personally built from scratch: a policy set, hiring engine, PMS, appraisal process or HR calendar. Experience in a founder-led, SME or growth-stage business where they built or improved HR personally. Strong preference for a micro or small enterprise where they helped build the team as headcount grew. Non-negotiable: Genuinely wants a 5–20 person build-stage environment and will personally execute recruitment, HR operations, performance systems and employee matters without a support team. Strong written and spoken English; strong Hindi preferred COMPENSATION Total CTC: ₹10–14 LPA, made up of fixed pay and a performance-linked component of approximately ₹1–1.5 LPA. Performance-linked component: tied to a small number of measurable outcomes agreed in the first 30 days – priority roles hired on time, 90-day joining and retention of new hires, PMS implemented and reviews running, core HR processes completed, and a growing share of hires through direct sourcing and referrals. Location: New Delhi Experience: 5 - 8+ yrs of hands-on HR with strong recruitment ownership CTC: ₹10–14 LPA total CTC (fixed + performance linked) Reporting: Managing Director

Job Opening: Head of Operations – International Recruitment & Deployment Location: Delhi NCRExperience: 8-12 years in overseas recruitment/deployment operationsReports to: Managing DirectorCompensation: ₹15–20 LPA fixed + variable up to ₹3 LPA ________________________________________About Antal:Antal International, East Patel Nagar Delhi, is a leading recruitment consultancy having expertise in connecting top talent across IT, Manufacturing and FMCG industries with leading organizations.________________________________________About the role:Turn every confirmed employer requirement into workers who arrive on time, fully documented, fully compliant and well supported – through a team and process that work without the founder in the loop. Where it sits: the Business Head brings employer requirements; the Head – Candidate Acquisition builds the worker pool; the Head of Operations converts both into deployed, settled workers. Sourcing candidates is not this role's primary job, but it sets the quality bar for every candidate handed over.________________________________________KEY RESPONSIBILITIES:• Delivery planning - Turn each confirmed employer order into a plan – numbers, timelines, documents, owners. Flag feasibility risks before work begins.• Final eligibility & deployment-readiness check - Verify that candidates handed over by Candidate Acquisition meet employer, documentation and deployment requirements before the employer interview. Schedule employer interviews; keep selected / rejected / waitlisted records.• Documentation & compliance check - Own the document-control system: every file checked before submission. Ensure operational adherence to applicable MEA / eMigrate, recruiting-agent and destination-country requirements, in coordination with authorised legal / immigration professionals wherever required, and to VGIL's ethical recruitment policy – contract terms explained to the worker, transparent payments with receipts, truthful embassy preparation.• Visa & work permits - Coordinate visa and work-permit steps with the embassy / visa centre in New Delhi and with authorised legal / immigration professionals and representatives abroad; track every application to closure.• Pre-departure & deployment - Orientation on job, wages, hours, accommodation and rights; tickets; airport readiness; track each worker until handover to the employer.• Post-arrival support & troubleshooting - Single escalation point for workers and employers after arrival. Coordinate and track residence-permit filings with the overseas partner, and resolve issues such as accommodation, wage or contract mismatches, health issues, disputes and early-exit risks. Resolve or escalate within agreed timelines; log every case.• Team management, reviews & team building - Hire, train and lead the operations team. Set clear individual ownership and targets; run daily stand-ups, weekly reviews and monthly performance reviews. Build a second line so operations never depend on one person.• Systems, SOPs & reporting - One master tracker / CRM for every live case; SOPs, checklists, turnaround-time standards and an escalation matrix for each stage; weekly operations dashboard to the MD.• Partners & vendors - Manage medical centres, travel agents, document vendors and overseas representatives on quality, cost and speed.________________________________________IDEAL CANDIDATEMust have• 8+ years in overseas recruitment / deployment operations, including 3+ years leading an operations team.• Personally run the full cycle – screening, employer interviews, documentation, medicals, visa / work-permit coordination, travel, deployment and post-arrival issues – for bulk blue-collar or semi-skilled requirements (50–300+ workers).• Working knowledge of Indian emigration rules (MEA / eMigrate, recruiting-agent obligations) and of European work-permit processes.• Has hired, trained and reviewed a team, and can show trackers or SOPs they built.• High integrity on worker welfare and compliance. Strong Hindi and English; Punjabi is an advantage.Good to have• Greece or other European deployment experience; agriculture, food-processing, construction or hospitality workforces.• Has built an operations function in a growing, founder-led firm; strong Excel / CRM discipline.Not a fit: Domestic-only recruiters, HR generalists, IT / white-collar recruiters, visa counsellors without bulk deployment experience, people who have only sourced candidates, operations managers from unrelated industries, or anyone who cannot walk us through an end-to-end deployment they personally managed. EDUCATION• Bachelor's degree preferred (B.Com / BBA / BA / HR / Operations or equivalent). • MBA / PGDM in Operations or HR is an advantage, not a requirement. • Actual overseas recruitment and deployment experience matters far more than academic qualification

Executive AssistantLocation: South Mumbai – 400007.Reports To: FounderExperience: 10-20 years CTC Range: ₹10-25 LPA - 15–30% hike on current CTC (based on experience, current compensation, and fit)Industry: Base Metals / Manufacturing - Preferred from Copper / Non-Ferrous Metals Manufacturing & TradingWork week: 6 days Notice period: up to 30 days preferred How to apply: Fill out this form: https://lnkd.in/gQp6yFsbEmail your updated resume to [email protected] Job DescriptionRole Overview As Mercure Metals scales aggressively toward ₹1,800 Cr by FY27, the Founder’s time becomes the company's most constrained asset. The Executive Assistant is not an administrative role; it is an operational leverage role. This individual acts as the Founder's proxy for execution tracking, an information gatekeeper, and a cross-functional project manager, ensuring that strategic directives translate into measurable operational outcomes without requiring the Founder's constant micro-management. Key Responsibilities:● Executive Leverage: Audit and control the Founder’s bandwidth. Deflect non-critical escalations, enforce meeting agendas, and ensure all inputs reach the Founder pre-synthesized with clear decision matrices.● Strategic Project Management (PMO): Track critical growth initiatives (e.g., plant expansion timelines, OEM approval statuses) across department heads, flagging variance to the Founder before critical failures occur.● Cross-Functional Governance: Drive the operational rhythm of the business. Compile, interrogate, and distribute the monthly/quarterly MIS from Sales, Plant, and Finance prior to leadership reviews.● Stakeholder Interface: Act as the primary interface for high-priority external relationships (key clients, board members, financial partners), ensuring flawless communication flow. Service Level Agreement (SLA):● Decision-Making: Authority to reject meeting requests lacking agendas or required pre-reads. Authority to demand data rework from functional heads if MIS templates are incomplete.● Cross-Functional Output: Department heads must submit weekly/monthly deliverables to the EA 24 hours prior to Founder review.● Escalation: Immediate escalation to Founder if any functional head misses critical path deadlines on strategic projects (e.g., plant expansion milestones).● Response Turnaround: Near real-time routing of urgent internal/external communications during business hours.KPI / Metric: Act as the Founder’s single point of coordination for internal operations: prioritising meetings, escalations and inbox items.Set up and run a central tracker for leadership directives, following up with owners until closure.Design and run the executive MIS dashboard, and deliver consolidated MIS ahead of every review.Map and track timelines for strategic initiatives, starting with the top three, and flag delays and risks to the Founder early, with proposed fixes.Run the review cadence: agendas, pre-reads, minutes and follow-ups.Support expansion and M&A workstreams with data and coordination.

HR Assistant – Food Manufacturing Southall – fully onsiteSalary CompetitiveMonday–Friday | 40 hours per weekPermanent Please note: this role is fully onsite in Southall and is suited to candidates who are already local to the area. We are looking for an HR Assistant / HR Coordinator with 3-5 years' practical HR experience gained within a UK-based production or manufacturing environment. This is a hands-on role supporting a busy operational workforce, so previous experience within food manufacturing, FMCG production or a similar factory environment is essential. Essential experience 3-5 years' hands-on HR experience within a UK-based manufacturing or production environment Experience supporting shop-floor / operational employees Good understanding of UK HR processes and employment legislation Experience with recruitment, onboarding, HR administration and employee records Experience with Right to Work checks and HR compliance Fluent English and Hindi to communicate effectively with the workforce; Gujarati, Punjabi or similar language would be advantageous Strong Excel, administration and reporting skills CIPD Level 3 or working towards it would be advantageous Must be local to Southall or within a realistic daily commute, as this is a fully onsite position The Role You will work closely with management and employees across the site, supporting: Recruitment and onboarding of operational and office-based employees Employee queries and day-to-day HR support Absence, performance and employee relations processes Right to Work and HR compliance Contracts, personnel records and HR documentation Payroll and timesheet administration HR reporting and maintaining accurate records Training, engagement and employee initiatives General HR and operational administration This is an excellent opportunity for an HR Assistant or HR Coordinator looking to develop their career within a growing food manufacturing business, gaining broad exposure across HR and operations. If you have recent UK HR experience within a production or manufacturing environment and are looking for a fully onsite role in Southall, we'd love to hear from you.Apply now with your CV or contact Kelly at Parkside Recruitment for more information. #HRJobs #HRAssistant #HRCoordinator #SouthallJobs #WestLondonJobs #FMCGJobs #FoodManufacturing #HRRecruitment

Summary role description: Looking for Associate / Consultative Recruiter – Business Development for our team at Antal, Chennai Gemini Circle. Company description: Antal International Network is a tenured, global specialism-driven Recruitment company, headquartered in London, UK and with a network of 140+ offices in 38 countries. This role is with our office in Chennai (Antal Gemini Circle website), headed by Ram Narayanan (Ram's LI profile). Driven by our high-touch, consultative, we source and place top-tier talent, spanning from critical lateral positions to C-suite and CEO-level appointments, for our clients who are premier organizations worldwide, This role is with our office in Chennai (Antal Gemini Circle website), headed by Ram Narayanan (Ram's LI profile). Role details: · Role: Associate Consultative Recruiter / Consultative Recruiter – Business Development · Reporting Manager: Managing Partner · Location: Gemini Circle, Chennai Role and responsibilities: · Overall: Contribute to expanding our client footprint globally while simultaneously also headhunting to place exceptional talent for those very accounts, and nurture long-term relationships, through own and team efforts. Client Acquisition & Growth (50% Focus): · Market mapping & prospecting: Identify and target prospective corporate clients that require premium hiring solutions, across geographies, keeping tabs on market and hiring trends, using insights to sharpen our approach. · B2B outreach: Initiate strategic conversations with senior decisionmakers in HR / TA and Business leadership, through structured cold outreach, LinkedIn networking, and industry research, utilizing “phygital” campaign mechanisms (social media, email, AEO/ GEO/SEO, content marketing) and analyze outcomes to refine strategies. · Pitching & onboarding: Present our firm’s specialized capabilities, negotiate commercial terms, and secure new client mandates/agreements. · Relationship management: Act as the primary point of contact for newly acquired accounts, ensuring deep account farming and long-term client retention. · Collateral building: Curate and share stories, case studies, and thought leadership that strengthen our brand and engage our network. Talent Delivery & Executive Search (50% Focus): · Hiring mandates understanding: Utilize industry knowledge and clients’ role requirements to map the ideal candidate profile, considering skills and cultural nuances. · Consultative search / headhunting: Utilize our advanced sourcing strategies, professional networks, and direct targeting to identify high-caliber candidates globally. · Candidate evaluation & assessment: Conduct rigorous competency-based interviews to assess candidates’ alignment with the client’s strategic goals. · Process management: Manage the end-to-end recruitment lifecycle, including interview scheduling, feedback loops, offer negotiations, and post-placement engagement. Requirements: · 0 to 1 year of relevant professional experience. · Prior experience in B2B corporate sales / client handling, and / or recruitment is a plus, but is not mandatory. · MBA / PGDM – or any other business education qualification – highly preferable. · Noticeable proficiency in written and spoken Business English. · A strong appetite for business development, cold outreach, and outcome-driven environments. · Ability to quickly understand diverse industries, business models, and complex organizational structures. · Skilled at consultative selling and communicating value to diverse client stakeholders. · Curiosity, lateral thinking skills, abstraction skills, with the ability to make sense of loosely defined challenges. · Eager practitioner mindset, with the potential to add to or amend the playbook over time, while owning solutions. Selection Process: · Assessments and group discussion at the office · Solutions articulation presentation · Interview Benefits: · Direct one-on-one mentoring with immense potential to be groomed into a well-rounded business leader, in quick time. · Global Exposure: The opportunity to interact with CXOs and senior corporate executives across international markets early in your career. · Hybrid Compensation Structure: A stable fixed salary paired with a highly rewarding incentive model that pays out on both client acquisition milestones and successful placement revenues, topped up with a clearly articulated fast-track career progression. · Effort Recognition: A culture that values and financially rewards consistent effort and robust operational KRAs, independent of final billing outcomes. · Day job as a springboard to develop a ringside view of multiple sectors, industries, functions, roles and skills sets, across multiple business and operational models, across the globe. · High visibility within an internal global network of 140+ offices in 38 countries across 5 continents and in an ever-expanding network of clients and candidates; unique opportunity to evolve as a personal brand, effortlessly.

Summary role description: Looking for Associate / Consultative Recruiter – Business Development for our team at Antal, Chennai Gemini Circle. Company description: Antal International Network is a tenured, global specialism-driven Recruitment company, headquartered in London, UK and with a network of 140+ offices in 38 countries. This role is with our office in Chennai (Antal Gemini Circle website), headed by Ram Narayanan (Ram's LI profile). Driven by our high-touch, consultative, we source and place top-tier talent, spanning from critical lateral positions to C-suite and CEO-level appointments, for our clients who are premier organizations worldwide, This role is with our office in Chennai (Antal Gemini Circle website), headed by Ram Narayanan (Ram's LI profile). Role details: · Role: Associate Consultative Recruiter / Consultative Recruiter – Business Development · Reporting Manager: Managing Partner · Location: Gemini Circle, Chennai Role and responsibilities: · Overall: Contribute to expanding our client footprint globally while simultaneously also headhunting to place exceptional talent for those very accounts, and nurture long-term relationships, through own and team efforts. Client Acquisition & Growth (50% Focus): · Market mapping & prospecting: Identify and target prospective corporate clients that require premium hiring solutions, across geographies, keeping tabs on market and hiring trends, using insights to sharpen our approach. · B2B outreach: Initiate strategic conversations with senior decisionmakers in HR / TA and Business leadership, through structured cold outreach, LinkedIn networking, and industry research, utilizing “phygital” campaign mechanisms (social media, email, AEO/ GEO/SEO, content marketing) and analyze outcomes to refine strategies. · Pitching & onboarding: Present our firm’s specialized capabilities, negotiate commercial terms, and secure new client mandates/agreements. · Relationship management: Act as the primary point of contact for newly acquired accounts, ensuring deep account farming and long-term client retention. · Collateral building: Curate and share stories, case studies, and thought leadership that strengthen our brand and engage our network. Talent Delivery & Executive Search (50% Focus): · Hiring mandates understanding: Utilize industry knowledge and clients’ role requirements to map the ideal candidate profile, considering skills and cultural nuances. · Consultative search / headhunting: Utilize our advanced sourcing strategies, professional networks, and direct targeting to identify high-caliber candidates globally. · Candidate evaluation & assessment: Conduct rigorous competency-based interviews to assess candidates’ alignment with the client’s strategic goals. · Process management: Manage the end-to-end recruitment lifecycle, including interview scheduling, feedback loops, offer negotiations, and post-placement engagement. Requirements: · 0 to 1 year of relevant professional experience. · Prior experience in B2B corporate sales / client handling, and / or recruitment is a plus, but is not mandatory. · MBA / PGDM – or any other business education qualification – highly preferable. · Noticeable proficiency in written and spoken Business English. · A strong appetite for business development, cold outreach, and outcome-driven environments. · Ability to quickly understand diverse industries, business models, and complex organizational structures. · Skilled at consultative selling and communicating value to diverse client stakeholders. · Curiosity, lateral thinking skills, abstraction skills, with the ability to make sense of loosely defined challenges. · Eager practitioner mindset, with the potential to add to or amend the playbook over time, while owning solutions. Selection Process: · Assessments and group discussion at the office · Solutions articulation presentation · Interview Benefits: · Direct one-on-one mentoring with immense potential to be groomed into a well-rounded business leader, in quick time. · Global Exposure: The opportunity to interact with CXOs and senior corporate executives across international markets early in your career. · Hybrid Compensation Structure: A stable fixed salary paired with a highly rewarding incentive model that pays out on both client acquisition milestones and successful placement revenues, topped up with a clearly articulated fast-track career progression. · Effort Recognition: A culture that values and financially rewards consistent effort and robust operational KRAs, independent of final billing outcomes. · Day job as a springboard to develop a ringside view of multiple sectors, industries, functions, roles and skills sets, across multiple business and operational models, across the globe. · High visibility within an internal global network of 140+ offices in 38 countries across 5 continents and in an ever-expanding network of clients and candidates; unique opportunity to evolve as a personal brand, effortlessly.

Job Title: Head Candidate Acquisition & Sourcing Network Location: Delhi NCR (Regular travel to sourcing states) Experience: 812 years Education: Bachelors degree preferred. MBA/PGDM is an advantage not mandatory. CTC: ₹14–18 LPA Fixed + Performance-Linked Variable Incentive Employment Type: Full-time About Antal: Antal International, East Patel Nagar Delhi, is a leading recruitment consultancy having expertise in connecting top talent across IT, Manufacturing and FMCG industries with leading organizations. Role Overview Lead overseas manpower sourcing across India, building a reliable network to fulfil bulk requirements for skilled,semi-skilled and general workers within defined timelines. Key Responsibilities Develop sourcing plans for bulk manpower requirements. Build sourcing networks across multiple Indian states like Punjab, Haryana, Rajasthan, Gujarat, UP, MP Map Labour markets, worker availability and wage expectations. Manage ITIs, skill centres, contractors, referrals and other sourcing channels. Screen candidates for skills, experience, availability and document readiness. Ensure candidate commitment and interview attendance. Maintain a central candidate database and sourcing reports. Monitor sourcing partner performance, costs and quality. Build future candidate pipelines for priority sectors. Hire, train and lead the sourcing team. Conduct Character and police verification Required Experience & Skills 8+ years in overseas manpower sourcing for international recruitment. Proven experience handling bulk requirements of 50–300+ workers. Strong multi-state sourcing network and team leadership experience. Strong candidate engagement, negotiation and funnel planning skills. Experience with Excel/CRM, databases and MIS reporting. Strong Hindi and working English; regional language is an advantage. High integrity and commitment to ethical recruitment practices. Preferred Experience Sourcing for European markets. Agriculture, food processing, construction, warehousing or hospitality. Note: Candidates with only domestic staffing, IT/white-collar recruitment, HR generalist or visa/immigration counselling experience will not be suitable.

Role Overview We are looking for an experienced Talent Acquisition professional to manage end-to-end recruitment for corporate functions, with strong expertise in Category, Sales and Marketing hiring. The role will lead a team of three recruiters, partner closely with business stakeholders and deliver timely, high-quality hiring aligned with organizational priorities. Location: Bengaluru, Karnataka Experience: 7+ years Key Responsibilities · End-to-End Recruitment: Manage the complete recruitment lifecycle for corporate roles, from requirement understanding and sourcing through screening, interview coordination, offer management and onboarding coordination. · Functional Hiring: Drive recruitment across Category Management, Sales, Marketing and other corporate functions as required. · Sourcing & Screening: Build talent pipelines, deploy effective sourcing strategies and assess candidates against role requirements and organisational fit. · Team Management: Lead a team of three recruiters, allocate hiring mandates, monitor productivity, coach team members and drive recruitment delivery. · Stakeholder Management: Partner with hiring managers and business leaders to understand hiring needs, calibrate candidate profiles, share market insights and ensure timely closures. · Recruitment Planning & Reporting: Prioritise open positions, track recruitment turnaround time and pipeline progress, and report on key hiring metrics. · Process Improvement: Identify opportunities to improve sourcing effectiveness, candidate experience, recruitment efficiency and quality of hire. Desired Candidate Profile · Proven experience in Talent Acquisition or Corporate Recruitment, preferably in a managerial or team-lead role. · Strong hands-on experience hiring for Category, Sales and Marketing functions. · Demonstrated expertise in sourcing, screening and end-to-end recruitment delivery. · Experience managing a team of recruiters and driving individual and team performance. · Strong stakeholder management, communication, negotiation and relationship-building skills. · Ability to manage multiple hiring mandates in a fast-paced environment. · Proficiency in recruitment platforms such as LinkedIn Recruiter and Naukri, along with Boolean and X-ray search techniques. Key Success Factors · Timely and effective closure of corporate hiring mandates. · Strong candidate quality and proactive talent pipeline development. · Effective team productivity and recruitment delivery. · Strong collaboration with business stakeholders. · A hands-on, data-aware and ownership-driven approach to recruitment.

Research Associate – HR Intern Location: Mira Road, MumbaiStipend: ₹10,000–₹12,000 per monthDuration: 6 months initiallyOpportunity: Extension / conversion to a permanent role based on performance About the Role We are looking for a Research Associate – HR Intern to join our BFSI recruitment practice, specialising in Treasury & Capital Markets and support us across candidate research, market mapping, recruitment operations and database management. This is a hands-on role for someone who is curious, organised, comfortable speaking with people and keen to build a career in Recruitment / HR. What You'll Do Conduct candidate and market research using LinkedIn and other recruitment platforms. Identify and shortlist relevant profiles based on specific hiring requirements. Assist with candidate sourcing and talent mapping across BFSI, particularly Treasury & Capital Markets. Make research and outreach calls to candidates and professionals. Maintain and regularly update candidate, client and lead records. Assist with recruitment trackers & databases Support with follow-ups, scheduling and coordination with candidates and professionals. Research companies, decision-makers and relevant market information. Assist in preparing candidate information and maintaining accurate recruitment records. Support the recruitment team with other research, coordination and business development activities as required. What We're Looking For Fresh graduates or candidates with up to 6 months of experience in Recruitment / HR. Strong verbal and written communication skills. Comfortable making phone calls and interacting with candidates/professionals. Comfortable and hands-on with professional and social networking platforms such as LinkedIn for research, sourcing and outreach. Good research and internet-searching skills. Comfortable working with Excel and basic MS Office. Strong attention to detail and ability to maintain accurate records. Proactive attitude with a keen interest in learning Recruitment and HR. Good organisational skills and ability to manage multiple tasks. Someone who is comfortable taking ownership of tasks and working in a fast-paced environment. What You'll Get Hands-on exposure to Recruitment and Talent Research. Exposure to BFSI recruitment, specialising in Treasury & Capital Markets Opportunity to understand specialised roles across Treasury, Capital Markets, Risk, Operations and related functions. Experience in candidate sourcing, market mapping and recruitment operations. Exposure to client and decision-maker research. Opportunity to work closely with recruitment consultants on specialised hiring mandates. Practical experience with professional networking and recruitment platforms. Opportunity to develop communication, research and stakeholder-management skills. Potential opportunity to transition into a permanent role based on performance and business requirements. If you're a fresher looking to start your career in Recruitment and enjoy research, communication and working with people, we'd love to hear from you.

Becoming an Antal International Entrepreneurial Recruitment Franchise Partner can be an exciting investment opportunity for individuals who are looking to start their own business in the recruitment industry. With the support and guidance provided by Antal International's established business model and practices, you can manage your own lucrative recruitment firm and earn a good income. It is important to note that while no prior recruitment experience is required, you must have the willingness to learn and grow, and be willing to devote full-time effort to the business. Additionally, having a positive "can-do" attitude and being comfortable with speaking to clients over the phone is essential. As a Franchise Partner, you will benefit from ongoing support in training, PR & marketing, and IT, as well as join a global network of supportive and like-minded individuals who share similar goals and aspirations. The network's camaraderie encourages franchise offices to share business prospects, creating several business possibilities. If you're ready to take the first step towards entrepreneurship and want to join a global network of successful recruitment business owners, apply now to become an Antal International Entrepreneurial Recruitment Franchise Partner. For more information regarding our franchise business opportunity please visit our home page: Franchise | Antal *Please note this is not a job opportunity it is a Franchise Business Opportunity*