JOB DESCRIPTION

STATE RECRUITMENT & WORKFORCE SOLUTIONS PARTNER

(STATE RECRUITMENTS)

Organization: Andabhurji Global Solutions

Business Function: Recruitment Technology, Workforce Solutions, Functional Implementation, RPO & Enterprise Business Development

Role Type: Contractual / Revenue-Linked Partner Engagement

Work Model: Remote initially; Hybrid / Work-from-Office may be introduced based on business requirements

Initial Engagement: 6 Months, Renewable

Primary Market: Assigned State / State-Level Recruitment Market in India

Territorial Scope: One specific Indian State or designated territory

INTENDED CANDIDATE / PARTNER POOLS

The Organization may particularly encourage applications from the following categories:

Direct Family Members of Martyred Armed Forces Personnel

Direct family members of personnel who have made the ultimate sacrifice while serving in:

Armed Forces.
Police forces.
Central Armed Police Forces.
Other government security/force organizations, where applicable.

The purpose is to create meaningful professional and income-generating opportunities for eligible family members who may possess strong community networks, discipline, trust and relationship-building capabilities.

Direct Family Members of Serving Armed Forces Personnel

Direct family members of currently employed/serving Armed Forces personnel whose applicable rank/pay category falls within the bottom two applicable categories under the relevant government pay structure.

Eligibility shall be assessed according to the applicable official pay/rank classification rather than an informal title or self-declared category.

The Organization may request reasonable evidence of eligibility where required.

Retired Government Servicemen

Retired Government Servicemen falling within the last two applicable grades/categories under the relevant government pay structure may be considered for this opportunity.

The objective is to utilize the discipline, public-service experience, local relationships, trust and community networks developed during government service.

Housewives / Husbands / Direct Family Members of Private Employees

The role may also be particularly suitable for:

Housewives.
Househusbands.
Spouses of private-sector employees.
Direct family members of private-sector employees.
Individuals whose partner is not employed.
Individuals with genuine household financial requirements.

The role provides an opportunity to build income through a structured partnership ecosystem while initially working remotely.

Selection shall nevertheless remain based on suitability, capability, integrity, communication and the ability to develop business partnerships.

1. ROLE PURPOSE

The State Recruitment & Workforce Solutions Partner will be responsible for developing, managing and expanding the recruitment, workforce and enterprise solutions ecosystem within an assigned Indian State.

The Partner will act as the state-level business and functional representative of the Organization's recruitment platform and related workforce solutions.

The role combines:

State-level recruitment-market development.
Employer and corporate-network development.
Recruitment-platform implementation.
Recruitment technology and HR-tech sales.
Enterprise account management.
Recruitment operations.
RPO and workforce-solution opportunities.
Candidate and talent-pool development.
Recruitment-agency and recruiter partnerships.
Business development.
Functional administration.
Customer success.
Partnership and ecosystem development.

The Partner will operate as a bridge between:

State Market → Employers → Recruiters → Candidates → Recruitment Technology → RPO → Workforce Solutions → Enterprise Business

2. DESIGNATION DEFINITION

The designation for this role is:

State Recruitment & Workforce Solutions Partner – [Assigned State]

For example:

State Recruitment & Workforce Solutions Partner – Uttar Pradesh

The designation reflects that the Partner is responsible for much more than conventional recruitment. The Partner will develop the state-level ecosystem involving:

Employers.
Corporate clients.
Recruitment agencies.
Staffing companies.
Recruiters.
Candidates.
Educational institutions.
Training organizations.
Recruitment technology.
RPO.
Workforce solutions.
Enterprise hiring opportunities.

3. KEY OBJECTIVE

The primary objective is to develop the assigned State as a sustainable recruitment and workforce-solutions market.

The Partner should be capable of:

Understanding the State's employment market.
Identifying major hiring industries and employment clusters.
Building employer and corporate relationships.
Acquiring companies and recruitment agencies.
Onboarding recruiters and employers.
Developing candidate and talent pools.
Implementing recruitment technology.
Selling recruitment software and HR-tech solutions.
Identifying RPO and recruitment-outsourcing opportunities.
Designing workforce solutions.
Managing enterprise accounts.
Supporting recruitment operations.
Identifying recurring hiring requirements.
Developing partnerships.
Generating enterprise revenue.
Managing customer adoption and retention.
Building the State's recruitment business rather than merely managing individual transactions.

4. STATE-LEVEL RESPONSIBILITY

The Partner shall be assigned responsibility for one specific Indian State or designated geographical territory.

Depending on the Organization's business structure, the Partner may be responsible for:

State-level employer acquisition.
Corporate and enterprise-network development.
Recruitment-agency onboarding.
Staffing-company partnerships.
Recruiter onboarding.
Candidate acquisition.
Talent-pool development.
Recruitment-platform implementation.
Functional configuration.
Recruitment operations.
RPO opportunity development.
Workforce-solution sales.
Enterprise account management.
Institutional partnerships.
State-level business development.
Local market intelligence.
State-level reporting.
Customer success.
Revenue generation.

The exact State, territory, customer segment or business unit shall be communicated separately by the Organization.

5. STATE-LEVEL RECRUITMENT MARKET KNOWLEDGE

This shall be one of the most important selection criteria.

The Partner should understand:

The local employment market.
Major industries operating in the State.
Major employment hubs and cities.
MSMEs and large corporate employers.
Local recruitment agencies.
Staffing companies.
Recruitment consultants.
Industrial areas and business clusters.
IT/ITES and service-sector employers.
Manufacturing and industrial hiring.
Sales and field-force hiring.
Blue-collar and frontline hiring.
Graduate and entry-level employment markets.
Local salary and hiring trends.
Seasonal employment patterns.
Geographical employment patterns.
Local business networks.
Regional language requirements.
Communication preferences.
Skill shortages.
High-demand job categories.
Emerging employment hubs.
Recurring hiring sectors.

The Partner should be able to answer:

“Tell us about the major hiring markets, employment clusters and workforce opportunities in your State.”

The ideal candidate should be able to provide a practical answer based on existing knowledge, experience and relationships rather than relying entirely on preliminary research.

6. STATE MARKET INTELLIGENCE

The Partner shall continuously monitor:

Companies that are expanding.
Companies hiring heavily.
Industries experiencing growth.
Recruitment shortages.
Companies requiring recruitment software.
Companies requiring RPO.
Recruitment agencies that can become platform partners.
Colleges and institutions that can provide talent.
Cities becoming employment hubs.
Sectors with recurring hiring requirements.
Large candidate pools.
Enterprise recruitment-contract opportunities.
Local workforce trends.
New industrial and commercial developments.

The Partner is expected to:

Develop the State's recruitment business, not merely manage the platform.

7. EMPLOYER AND RECRUITMENT ECOSYSTEM DEVELOPMENT

The Partner shall be responsible for building the employer side of the platform and developing the wider recruitment ecosystem.

Required capabilities include:

Corporate networking.
Employer acquisition.
Company onboarding.
HR and recruiter relationship management.
Recruitment-agency onboarding.
Staffing-company onboarding.
Recruiter onboarding.
Employer verification.
Job-posting management.
Employer engagement.
Employer retention.
Candidate-employer ecosystem development.
Local business networking.
Partnership development.
Institutional relationship management.

The Partner should be comfortable communicating with:

Founders.
Business owners.
HR Heads.
CHROs.
Recruitment Heads.
Talent Acquisition Managers.
Hiring Managers.
Staffing Managers.
Recruitment Agency Owners.
Operations Heads.
Business Development Heads.

8. CANDIDATE AND TALENT ECOSYSTEM MANAGEMENT

The Partner shall understand and support the candidate side of the recruitment ecosystem.

Responsibilities may include:

Candidate acquisition.
Candidate registration.
Candidate database management.
Candidate engagement.
Candidate verification.
Resume and profile quality management.
Candidate segmentation.
Talent-pool development.
Local talent mapping.
Skill-based candidate categorization.
Candidate sourcing.
Recruitment-funnel monitoring.
Candidate-conversion analysis.
Identification of skill shortages.
Identification of high-demand job categories.
Candidate communication.
Candidate-employer matching.
Candidate-pool activation.

The objective is not merely to collect resumes.

The Partner should be capable of building:

A useful, organized and employer-relevant talent pool that companies actually want to hire from.

9. RECRUITMENT PLATFORM IMPLEMENTATION

The Partner shall support implementation of recruitment technology and related workforce solutions.

The implementation may include:

Employer registration.
Company onboarding.
Employer verification.
Recruiter account creation.
Job posting.
Job approval workflows.
Candidate registration.
Candidate profiles.
Resume management.
Candidate applications.
Candidate screening.
Recruitment pipelines.
Interview scheduling.
Candidate communication.
Offer management.
Onboarding workflows.
Recruitment reporting.
Subscription management.
Enterprise account management.
RPO workflow management.
Recruitment-operations tracking.
Workforce-solution configuration.

10. REQUIREMENT GATHERING AND SOLUTION MAPPING

The Partner shall:

Understand customer business requirements.
Understand existing recruitment processes.
Identify recruitment workflow requirements.
Understand organizational structures.
Understand user roles.
Understand employer requirements.
Identify functional gaps.
Document customer requirements.
Convert business requirements into functional specifications.
Map customer requirements to available solutions.
Identify when a custom solution is required.
Identify when RPO or recruitment operations are required.
Prepare solution summaries.

11. FUNCTIONAL CONFIGURATION

The Partner should understand and configure, wherever authorized:

User roles.
Access rights.
Recruitment workflows.
Business rules.
Approval workflows.
Employer categories.
Candidate categories.
Recruitment stages.
Job categories.
Subscription plans.
Customer-specific workflows.
Notification requirements.
Reporting requirements.
Business dashboards.
Enterprise configurations.
RPO workflows.
Recruitment-operations processes.

Technical coding is not the primary responsibility of this role.

The Partner shall translate business requirements into functional requirements and coordinate technical development wherever required.

12. CUSTOMER IMPLEMENTATION MANAGEMENT

The Partner shall manage implementation activities from initial requirement gathering through operational adoption.

The implementation lifecycle may include:

Customer requirement discussion.
Business-process study.
Recruitment-market analysis.
Solution mapping.
Implementation planning.
Functional configuration.
Data preparation.
User setup.
Testing.
User acceptance.
Training.
Go-live.
Post-go-live support.
Adoption monitoring.
Continuous improvement.

13. RECRUITMENT SOFTWARE AND HR-TECH SALES

The Partner shall identify and develop opportunities for:

Recruitment software.
Applicant-tracking systems.
Recruitment platforms.
HR technology.
SaaS recruitment solutions.
Employer-management solutions.
Candidate-management solutions.
Recruitment workflow solutions.
Recruitment reporting solutions.
Workforce-management solutions.
Enterprise recruitment technology.
Custom recruitment technology.

Required skills include:

B2B sales.
Enterprise sales.
SaaS sales.
Recruitment-technology sales.
HR-tech sales.
Consultative selling.
Requirement gathering.
Product demonstration.
Solution design.
Proposal preparation.
Commercial negotiation.
Enterprise account management.
Client onboarding.
Client implementation.
Client relationship management.
Upselling and cross-selling.

14. RPO AND WORKFORCE SOLUTIONS

The Partner shall identify companies requiring:

Recruitment Software + Implementation + Recruitment Operations + RPO + Workforce Solutions

The Partner should be capable of identifying situations where a company requires more than software.

For example:

“The company is hiring 200 people this year, but its recruitment process is fragmented. We can provide the recruitment platform, implementation, recruiter operations and RPO support.”

The Partner may support:

RPO sales.
Recruitment outsourcing.
Hiring-strategy consulting.
Workforce planning.
Recruitment-process design.
Recruitment-team deployment.
Recruiter management.
Recruitment operations.
Hiring-volume planning.
Recruitment-performance monitoring.
Client onboarding.
Client implementation.
Client relationship management.

15. ENTERPRISE CUSTOMER MANAGEMENT

The Partner shall manage relationships with enterprise customers including:

Large employers.
Corporate groups.
Recruitment organizations.
Educational institutions.
Skill-development organizations.
Staffing organizations.
Industry associations.
Business networks.
Large recruitment users.
Workforce-solution customers.
RPO customers.
Other institutional customers.

Responsibilities include:

Understanding business requirements.
Conducting business meetings.
Presenting solutions.
Preparing solution proposals.
Coordinating demonstrations.
Managing implementation expectations.
Maintaining customer relationships.
Monitoring customer satisfaction.
Identifying expansion opportunities.
Managing renewals.
Identifying cross-selling opportunities.
Identifying RPO opportunities.
Identifying workforce-solution opportunities.

16. SUBSCRIPTION-BASED IMPLEMENTATIONS

The Partner shall be responsible for identifying and managing subscription-based implementation opportunities.

This may include:

Recruitment-platform subscriptions.
Enterprise recruitment subscriptions.
Employer-management solutions.
Candidate-management solutions.
Recruitment-workflow solutions.
Digital recruitment services.
Enterprise access packages.
Recurring business solutions.
HR-tech subscriptions.
Workforce-management subscriptions.

The Partner shall help customers understand the value, scope and functional capabilities of the subscription solution.

17. CUSTOM SOLUTIONS

The Partner shall identify customer requirements that cannot be adequately addressed through standard subscription offerings.

The Partner shall:

Identify functional gaps.
Document requirements.
Prepare requirement summaries.
Coordinate with technical teams.
Support solution design.
Prepare functional specifications.
Coordinate demonstrations.
Support estimation discussions.
Assist with implementation.
Manage customer expectations.
Identify commercial opportunities.
Support customer acceptance.

The Partner shall not independently commit to technical specifications, pricing or delivery timelines unless authorized.

18. RECRUITMENT OPERATIONS

The Partner may support or coordinate recruitment operations including:

Job requisition management.
Candidate sourcing.
Candidate screening.
Recruitment-pipeline management.
Interview coordination.
Candidate communication.
Hiring-manager coordination.
Offer coordination.
Joining follow-up.
Recruitment reporting.
Recruitment-funnel analysis.
Recruiter productivity monitoring.
Recruitment-process improvement.

19. STATE BUSINESS DEVELOPMENT

The role shall include business-development responsibilities such as:

Prospect identification.
Lead generation.
Enterprise outreach.
Business networking.
Customer meetings.
Presentations.
Product demonstrations.
Proposal discussions.
Commercial discussions.
Partnership development.
Account expansion.
Renewal discussions.
RPO opportunity identification.
Workforce-solution opportunity identification.
Recruitment-agency partnerships.
Institutional partnerships.

20. PARTNERSHIP AND ECOSYSTEM DEVELOPMENT

The Partner shall identify and develop relationships with:

Recruitment agencies.
Staffing companies.
Recruitment consultants.
HR consultants.
Educational institutions.
Training organizations.
Industry associations.
Business chambers.
Corporate networks.
Local business groups.
Skill-development organizations.
Workforce-service providers.

The Partner may support the development of separate partnership categories such as:

Platform Partner.
Recruitment Partner.
Enterprise Solutions Partner.
RPO Partner.
Workforce Solutions Partner.
Institutional Partner.
Talent-Pool Partner.

21. EMPLOYER ONBOARDING

The Partner shall support:

Employer registration.
Company verification.
Business-profile setup.
Recruiter/user creation.
Job-posting configuration.
Subscription activation.
Employer training.
Employer documentation.
Employer support.
Account activation.
Employer adoption.
Employer retention.

Where verification is required, the Partner shall follow the Organization's prescribed verification process.

22. CANDIDATE ECOSYSTEM

The Partner should understand the candidate-side recruitment journey, including:

Candidate registration.
Profile creation.
Resume upload.
Job search.
Job application.
Application tracking.
Interview scheduling.
Employer communication.
Selection.
Offer.
Onboarding.

The Partner shall work with internal teams to improve candidate experience, candidate quality and platform adoption.

23. CUSTOMER TRAINING

The Partner shall provide or coordinate functional training covering:

Platform navigation.
Employer administration.
Job creation.
Candidate management.
Recruitment workflows.
Reports.
User management.
Subscription features.
Enterprise functionality.
RPO workflows.
Recruitment operations.
Workforce-solution processes.

Training may be conducted through:

Online meetings.
Video calls.
Demonstrations.
Training documents.
Recorded sessions.
User guides.
Workshops.

24. CUSTOMER SUCCESS

The Partner shall monitor whether customers are actually using implemented solutions.

Responsibilities include:

Adoption monitoring.
Customer feedback.
Usage issues.
Functional troubleshooting.
Training gaps.
Process improvement.
Renewal readiness.
Customer satisfaction.
Expansion opportunities.
Business-value measurement.

The objective is not only to sell the solution but to ensure that customers obtain measurable business value from it.

25. FUNCTIONAL TROUBLESHOOTING

The Partner shall:

Understand reported issues.
Reproduce functional issues where possible.
Identify configuration problems.
Identify user errors.
Identify workflow gaps.
Provide functional solutions.
Escalate technical issues.
Follow up until resolution.
Document recurring issues.
Recommend process improvements.

26. BUSINESS PROCESS CONSULTING

The Partner should be capable of discussing:

Existing recruitment processes.
Recruitment bottlenecks.
Employer workflows.
Candidate workflows.
Approval processes.
Recruitment productivity.
Recruitment reporting.
Digital transformation.
Process automation.
Hiring strategy.
Workforce planning.
Recruitment-team deployment.
RPO design.
Recruitment outsourcing.
Talent-pool development.

The role therefore requires a strong combination of:

Business Understanding + Recruitment Knowledge + Technology Implementation + Enterprise Sales + Workforce Solutions

27. REPORTING AND MIS

The Partner shall maintain reports relating to:

Leads.
Prospects.
Customers.
Employers.
Recruitment agencies.
Recruiters.
Candidates.
Talent pools.
Implementations.
Enterprise accounts.
Subscription implementations.
Custom solutions.
RPO opportunities.
Workforce-solution opportunities.
Revenue.
Customer adoption.
Pending implementation activities.
Customer issues.
Renewals.
Business pipeline.
State-level market intelligence.

28. COORDINATION WITH INTERNAL TEAMS

The Partner may coordinate with:

Management.
Sales teams.
Business-development teams.
Product teams.
Functional teams.
Technical teams.
Customer-support teams.
Finance teams.
Marketing teams.
Operations teams.
Recruitment teams.
RPO teams.

The Partner shall ensure that customer commitments are properly communicated internally.

29. DATA PRIVACY AND INFORMATION SECURITY

Because recruitment platforms can process candidate and employer information, the Partner must treat personal and business information as confidential and use it only for authorized business purposes.

The Partner shall:

Follow approved data-handling procedures.
Avoid unauthorized data sharing.
Protect login credentials.
Avoid unnecessary downloading of candidate data.
Follow access-control procedures.
Report suspected security incidents.
Use candidate information only for legitimate authorized purposes.
Avoid sharing candidate databases with unauthorized persons.
Maintain appropriate records of data access and use.
Follow the Organization's privacy and information-security policies.

The Organization may update its data-handling procedures to reflect applicable Indian data-protection requirements, including the DPDP framework and associated rules.

30. PROFESSIONAL SKILLS REQUIRED

30.1 State-Level Market and Business Knowledge

Local employment-market knowledge.
Knowledge of major industries in the State.
Knowledge of employment hubs and cities.
Knowledge of MSMEs and large employers.
Knowledge of industrial areas and business clusters.
Knowledge of local recruitment agencies.
Knowledge of staffing companies.
Knowledge of local salary and hiring trends.
Knowledge of regional language and communication requirements.
Knowledge of seasonal and geographical employment patterns.
Ability to identify emerging hiring markets.
Ability to identify skill shortages.
Ability to identify recurring hiring sectors.

30.2 Recruitment and Talent Acquisition

Recruitment lifecycle.
Employer hiring requirements.
Candidate sourcing.
Job posting.
Screening.
Interviewing.
Selection.
Offer management.
Onboarding.
Staffing and recruitment business models.
Talent-pool development.
Candidate segmentation.
Recruitment-funnel management.
Candidate-conversion analysis.

30.3 Employer and Corporate Networking

Corporate networking.
Employer acquisition.
Company onboarding.
HR relationship management.
Recruiter relationship management.
Recruitment-agency onboarding.
Staffing-company partnerships.
Employer verification.
Employer engagement.
Employer retention.
Local business networking.
Partnership development.

30.4 B2B and Enterprise Sales

B2B sales.
Enterprise sales.
Consultative selling.
SaaS sales.
Recruitment-technology sales.
HR-tech sales.
Product demonstrations.
Solution presentations.
Proposal preparation.
Commercial negotiation.
Account expansion.
Upselling.
Cross-selling.
Renewal management.

30.5 Recruitment Software and HR-Tech Understanding

SaaS understanding.
Recruitment-platform familiarity.
Applicant-tracking systems.
HR technology.
ERP/CRM familiarity.
Functional administration.
Workflow management.
Data management.
Reporting.
Basic understanding of APIs and integrations.
Ability to communicate technical requirements without necessarily being a programmer.

30.6 RPO and Workforce Solutions

RPO sales.
Recruitment outsourcing.
Hiring-strategy consulting.
Workforce planning.
Recruitment-process design.
Recruitment-team deployment.
Recruiter operations.
Hiring-volume planning.
Recruitment-performance monitoring.
Workforce-solution design.
Client implementation.
Client relationship management.

30.7 Functional Implementation

Requirement gathering.
Business-process mapping.
Functional configuration.
Workflow design.
User-role configuration.
Testing.
UAT.
Go-live management.
Training.
Documentation.
Functional troubleshooting.
Customer adoption.

30.8 Candidate Database and Platform Operations

Candidate database management.
Resume and profile quality management.
Candidate verification.
Candidate segmentation.
Talent-pool development.
Platform administration.
Recruitment-pipeline management.
Data quality management.
Dashboard monitoring.
Recruitment-funnel analysis.

30.9 Business and Commercial Skills

Commercial understanding.
Revenue awareness.
Pricing understanding.
Customer ROI analysis.
Business-case preparation.
Market analysis.
Territory management.
Pipeline management.
Revenue forecasting.
Opportunity qualification.
Contract and renewal awareness.

30.10 Communication and Negotiation

Excellent verbal communication.
Professional written communication.
Presentation skills.
Customer-facing communication.
Negotiation.
Training.
Documentation.
Regional-language communication where relevant.
Executive-level communication.
Stakeholder management.

30.11 Analytics and Dashboard Understanding

Recruitment metrics.
Candidate-funnel metrics.
Employer-adoption metrics.
Recruitment-pipeline analysis.
Customer-usage analysis.
Revenue dashboards.
Business-development dashboards.
Conversion analysis.
Hiring-demand analysis.
State-level market reporting.

30.12 Partnership and Ecosystem Development

Recruitment-agency partnerships.
Staffing partnerships.
Institutional partnerships.
Employer partnerships.
Candidate-pool partnerships.
Industry relationships.
Channel development.
Referral networks.
Ecosystem management.
Strategic relationship development.

31. SKILL-WEIGHTED SELECTION MODEL

The Organization may evaluate candidates using the following indicative scoring model:

Skill Area	Weight
State Market and Business Knowledge	15%
Employer and Corporate Network	15%
Recruitment Knowledge	15%
B2B and Enterprise Sales	15%
Recruitment Software and HR-Tech Understanding	10%
RPO and Workforce Solutions	10%
Platform, Database and Operations Management	10%
Communication and Negotiation	5%
Analytics and Dashboard Understanding	5%
Total	100%

This model is intended to distinguish the role from a conventional recruiter position.

The Organization is seeking a state-level business builder, not merely a candidate sourcer.

32. SUITABLE PROFESSIONAL BACKGROUNDS

Potentially suitable candidates may come from:

Recruitment and HR

Recruitment Manager.
Talent Acquisition Manager.
Recruitment Agency Owner.
Staffing Manager.
RPO Manager.
HR Business Development Manager.
Recruitment Consultant.
Recruitment Operations Manager.

Technology

HR-Tech Sales Manager.
SaaS Sales Manager.
ERP/CRM Sales Professional.
Recruitment Software Sales Professional.
HR Software Implementation Consultant.
Functional Consultant.
Customer Success Manager.
Enterprise Solutions Consultant.

Business Development

B2B Business Development Manager.
Enterprise Sales Manager.
Corporate Relationship Manager.
Regional Business Development Manager.
Channel/Partnership Manager.
Workforce Solutions Manager.
Corporate Sales Manager.

Entrepreneurship

A recruitment-agency owner or HR-services entrepreneur may be particularly suitable because they may already possess:

Employer network.
Recruiter network.
Candidate database.
Sales capability.
Local market knowledge.
Recruitment operations experience.
Business-development experience.

33. PERSONAL ATTRIBUTES

The ideal Partner should be:

Business-oriented.
Commercially driven.
Customer-focused.
Technologically comfortable.
Analytical.
Organized.
Proactive.
Confident in meetings.
Strong at relationship building.
Comfortable with targets.
Good at problem solving.
Strong in documentation.
Adaptable.
Willing to learn.
Comfortable with ambiguity.
Capable of independent State-level business development.
Persistent in enterprise follow-up.
Capable of managing multiple stakeholders.

The desired personality profile is:

Networker + Recruiter + Salesperson + Business Developer + Functional Operator + Relationship Manager

34. MINIMUM SKILL FITMENT

A candidate should generally demonstrate approximately 50%-60% or more overall fitment against the role requirements.

Assessment may include:

State-market knowledge.
Recruitment knowledge.
Functional implementation.
SaaS and HR-tech understanding.
Enterprise business development.
Customer management.
Requirement gathering.
Process mapping.
RPO understanding.
Workforce-solutions understanding.
Training.
Communication.
Negotiation.
State-level business development.
Reporting.
Commercial understanding.
Partnership development.

The remaining capabilities may be developed through training and practical experience.

35. PREFERRED EXPERIENCE

Experience in one or more of the following areas is preferred:

Recruitment technology.
Job portals.
Staffing.
Recruitment consultancy.
Recruitment-agency management.
HR technology.
SaaS implementation.
ERP/CRM implementation.
Functional consulting.
Enterprise sales.
B2B business development.
RPO.
Recruitment outsourcing.
Workforce solutions.
Customer success.
Account management.
Digital transformation.
State-level business development.
Partnership development.
Talent-pool management.

36. WORK MODEL

The role shall initially be performed remotely.

The Partner must have:

Laptop/computer.
Smartphone.
Reliable internet.
Professional communication facilities.
Ability to attend online meetings.
Ability to conduct online demonstrations.
Ability to maintain digital records.
Ability to travel where reasonably required for enterprise meetings, implementation activities or business development.

The Organization may subsequently introduce hybrid or work-from-office requirements.

37. COMMERCIAL BENEFITS

The Partner shall be eligible for revenue-linked earnings as follows:

37.1 Functional Implementation Revenue

10% of the revenue of the total earnings of Functional Implementation

Maximum Capping: INR 2,00,000 per month

37.2 Subscription-Based Enterprise Implementation

20% of the revenue of the total earnings of Subscription-Based Implementations for Enterprise Customers

Maximum Capping: INR 3,00,000 per month

37.3 Custom Enterprise Solutions

5% of the revenue of the total earnings of Custom Solutions for Implementation of Enterprise Customers

Maximum Capping: INR 3,00,000 per month

38. REVENUE ATTRIBUTION

Revenue-linked benefits shall be calculated based on eligible revenue actually attributable to the Partner's assigned State, customers, implementation activities, business opportunities, RPO engagements, workforce solutions or business unit, as determined by the Organization's records.

The calculation may consider:

Paid invoices.
Completed transactions.
Subscription revenue.
Implementation revenue.
RPO revenue.
Workforce-solutions revenue.
Refunds.
Cancellations.
Credit notes.
Discounts.
Taxes where applicable.
Reversals.
Customer-specific commercial adjustments.

The Organization's financial and operational records shall be used for final reconciliation.

39. CONTRACTUAL ENGAGEMENT

The role shall initially be offered for:

Six (6) Months

The engagement may be renewed based on:

Performance.
Business requirements.
Revenue generation.
Customer success.
Implementation quality.
Enterprise growth.
State-level ecosystem development.
Availability of business opportunities.
Partnership development.
RPO and workforce-solutions performance.

Renewal is not guaranteed.

40. PERFORMANCE REVIEW

Performance may be evaluated based on:

State-market development.
Employer acquisition.
Corporate-network development.
Recruitment-agency onboarding.
Candidate-pool development.
Implementation completion.
Customer adoption.
Enterprise customer acquisition.
Subscription revenue.
Custom-solution revenue.
RPO revenue.
Workforce-solutions revenue.
Functional quality.
Customer satisfaction.
Renewal rate.
Business pipeline.
Partnership development.
Communication.
Reporting.
Professional conduct.

41. TERMINATION

The engagement may be terminated for reasons including:

Material breach.
Fraud.
Misrepresentation.
Confidentiality breach.
Unauthorized data access.
Customer misconduct.
Financial misconduct.
Conflict of interest.
Serious performance failure.
Repeated failure to communicate.
Unauthorized commercial commitments.
Misuse of Organization resources.
Violation of applicable policies.
Diversion of customers or business opportunities.
Misuse of candidate or employer information.
Unauthorized representation of competing services.

If the Partner becomes completely unreachable without reasonable explanation or accepted communication arrangement for 15 continuous calendar days, the Organization may treat the engagement as abandoned, subject to applicable law and genuine emergency or force-majeure circumstances.

42. OVERALL ROLE EXPECTATION

The successful candidate should be able to operate as:

State Business Builder + Recruitment Market Developer + Recruitment Consultant + Functional Implementer + Enterprise Sales Partner + RPO and Workforce Solutions Partner + Customer Success Manager

The role is intended for an individual who can combine:

State-Level Market Knowledge + Recruitment + Talent Acquisition + Employer Networking + B2B Sales + Recruitment Technology + Functional Implementation + RPO + Workforce Solutions + Partnership Development

The Partner is expected to build and manage the assigned State's recruitment ecosystem, including employers, recruiters, candidates, recruitment agencies, corporate clients, recruitment technology, RPO opportunities and workforce-solution opportunities.

The role is therefore intended for a commercially oriented professional who can:

Build the State's recruitment business.
Develop employer and corporate relationships.
Create useful talent pools.
Sell and implement recruitment technology.
Identify RPO and workforce-solution opportunities.
Manage enterprise customers.
Coordinate recruitment operations.
Develop partnerships.
Drive recurring revenue.
Support long-term ecosystem growth.

CONTRACTUAL ENGAGEMENT TERMS

FUNCTIONAL IMPLEMENTER AND ENTERPRISE BUSINESS MANAGER

(STATE RECRUITMENTS)

CONTRACTUAL ENGAGEMENT TERMS

Organization: Andabhurji Global Solutions

Role: Functional Implementer and Enterprise Business Manager (State Recruitments)

Engagement Type: Contractual / Revenue-Linked

Initial Term: Six (6) Months

Work Model: Remote, with possible Hybrid / Work-from-Office requirement

Territory: Assigned State / Territory in India

1. NATURE OF ENGAGEMENT

The Team Member shall be engaged as a Functional Implementer and Enterprise Business Manager (State Recruitments).

The role combines:

Functional recruitment-platform implementation.
Customer onboarding and adoption.
Enterprise account management.
Subscription-based implementation.
Custom-solution implementation coordination.
State-level business development.
Customer success.
Enterprise relationship management.

The engagement is contractual and revenue-linked. No fixed salary is guaranteed unless separately agreed in writing.

2. INITIAL TERM

The initial engagement shall be for:

Six (6) Months

The engagement may be renewed based on:

Performance.
Business requirements.
Revenue generated.
Customer relationships.
Implementation performance.
Enterprise growth.
Mutual agreement.

Renewal shall not be automatic.

3. ASSIGNED STATE / TERRITORY

The Team Member shall be assigned a specific State, territory or business segment.

The Organization may define:

State.
Districts.
Enterprise segment.
Customer category.
Business unit.
Implementation portfolio.

The Team Member shall focus primarily on the assigned territory unless otherwise authorized.

4. ROLE RESPONSIBILITIES

The Team Member shall be responsible for:

Functional Implementation

Requirement gathering.
Business-process mapping.
Functional configuration.
Implementation planning.
Testing.
User acceptance.
Training.
Go-live.
Post-go-live support.
Customer adoption.

Enterprise Business Management

Enterprise prospecting.
Customer acquisition.
Account management.
Relationship development.
Subscription sales.
Custom solution identification.
Customer retention.
Renewal management.
Revenue generation.

5. FUNCTIONAL IMPLEMENTATION AUTHORITY

The Team Member may perform functional implementation activities within the authority provided by the Organization.

This may include:

User configuration.
Recruitment workflows.
Employer configuration.
Candidate workflows.
Job-posting workflows.
Approval workflows.
Subscription configuration.
Reporting.
Notifications.
Customer-specific functional settings.

The Team Member shall not modify technical architecture, source code, databases or other restricted technical systems unless specifically authorized.

6. ENTERPRISE CUSTOMER RESPONSIBILITY

The Team Member shall manage assigned enterprise relationships including:

Requirement discussions.
Demonstrations.
Proposals.
Implementation coordination.
Customer training.
Customer support coordination.
Business reviews.
Renewal discussions.
Expansion opportunities.

The Team Member shall not make unauthorized commitments relating to pricing, technical functionality, legal terms or delivery timelines.

7. SUBSCRIPTION IMPLEMENTATION

The Team Member shall identify, sell, coordinate and implement eligible subscription-based enterprise solutions.

The Team Member shall support the customer from:

Lead → Requirement → Proposal → Subscription → Implementation → Adoption → Renewal

8. CUSTOM SOLUTION IMPLEMENTATION

Where enterprise customers require functionality beyond standard solutions, the Team Member shall:

Identify requirements.
Document requirements.
Prepare functional specifications.
Coordinate with technical teams.
Support solution discussions.
Coordinate implementation.
Support testing.
Coordinate customer acceptance.

All commercial and technical commitments remain subject to Organization approval.

9. CUSTOMER DATA AND CONFIDENTIALITY

The Team Member may access:

Candidate information.
Resume information.
Employer information.
Recruiter information.
Contact information.
Recruitment records.
Customer contracts.
Commercial information.
Subscription information.
Business data.

Such information shall be used only for authorized business purposes.

The Team Member shall maintain confidentiality and comply with applicable data-protection and information-security requirements. India has notified the Digital Personal Data Protection Rules, 2025, and the Organization may update its internal procedures accordingly.

10. CUSTOMER AND RECRUITMENT ETHICS

The Team Member shall not knowingly:

Create fake recruitment opportunities.
Misrepresent an employer.
Misrepresent candidate information.
Mislead candidates.
Make unauthorized employment guarantees.
Manipulate recruitment records.
Circumvent platform controls.
Sell or disclose candidate data without authorization.
Misuse employer information.

The Team Member shall follow approved recruitment and platform policies.

11. REVENUE-LINKED COMPENSATION

The Team Member shall be eligible for the following revenue-linked benefits.

11.1 FUNCTIONAL IMPLEMENTATION

The Team Member shall receive:

10% of the revenue of the total earnings of Functional Implementation

Subject to:

Maximum: INR 2,00,000 per Month

11.2 SUBSCRIPTION-BASED ENTERPRISE IMPLEMENTATION

The Team Member shall receive:

20% of the revenue of the total earnings of Subscription-Based Implementations for Enterprise Customers

Subject to:

Maximum: INR 3,00,000 per Month

11.3 CUSTOM ENTERPRISE SOLUTIONS

The Team Member shall receive:

5% of the revenue of the total earnings of Custom Solutions for Implementation of Enterprise Customers

Subject to:

Maximum: INR 3,00,000 per Month

12. SUMMARY OF COMMERCIAL STRUCTURE

Revenue Category	Team Member Benefit	Maximum Monthly Cap
Functional Implementation	10%	₹2,00,000
Subscription-Based Enterprise Implementation	20%	₹3,00,000
Custom Enterprise Solutions	5%	₹3,00,000

The applicable percentage shall be determined according to the category under which the revenue is classified.

13. REVENUE ATTRIBUTION

Revenue shall be attributable to the Team Member only where it is reasonably connected with:

Assigned State.
Assigned enterprise customer.
Assigned implementation.
Assigned business opportunity.
Functional implementation responsibility.
Subscription implementation.
Custom solution implementation.

The Organization may establish internal rules for lead ownership, customer ownership and revenue attribution.

14. REVENUE CALCULATION

Revenue-linked benefits may be calculated based on eligible revenue actually received or otherwise recognized under the Organization's approved commercial and accounting processes.

The Organization may account for:

Taxes.
Discounts.
Refunds.
Credit notes.
Cancellations.
Reversals.
Payment failures.
Customer adjustments.
Bad debts.
Other legitimate accounting adjustments.

The final calculation shall be subject to reconciliation.

15. NO GUARANTEED MINIMUM EARNINGS

The Team Member understands that this engagement is revenue-linked.

Accordingly:

No minimum monthly earning is guaranteed.
No minimum number of customers is guaranteed.
No minimum implementation revenue is guaranteed.
Enterprise opportunities may fluctuate.
Customer payments may be delayed.
Customer cancellations may affect revenue.
Revenue-linked benefits depend on eligible revenue.

16. PAYMENT AND RECONCILIATION

Revenue-linked benefits shall be calculated according to the Organization's financial records and reconciliation process.

The Organization may conduct periodic reconciliation of:

Customer contracts.
Invoices.
Payments.
Implementation status.
Revenue classification.
Refunds.
Credits.
Customer ownership.
Territory attribution.

Only reconciled and approved revenue shall form the basis for final payment.

17. PERFORMANCE EXPECTATIONS

The Team Member shall:

Maintain accurate customer records.
Complete implementations within agreed timelines.
Communicate professionally.
Maintain implementation documentation.
Provide regular reports.
Follow up with customers.
Escalate technical issues.
Protect customer data.
Avoid unauthorized commitments.
Maintain business relationships.
Support customer adoption.

18. ENTERPRISE CUSTOMER SUCCESS

The Team Member shall not consider an enterprise implementation complete merely because the solution has been technically activated.

The Team Member should work toward:

Customer training.
User adoption.
Functional usage.
Customer satisfaction.
Business outcomes.
Renewal.
Expansion.
Cross-selling.

19. STATE BUSINESS DEVELOPMENT

The Team Member shall develop the assigned State through:

Enterprise outreach.
Business networking.
Employer acquisition.
Institutional relationships.
Recruitment ecosystem development.
Local partnerships.
Enterprise meetings.
Industry events.
Digital business development.

20. REPORTING

The Team Member shall maintain appropriate records relating to:

Leads.
Prospects.
Customers.
Enterprise accounts.
Implementations.
Subscription customers.
Custom solution opportunities.
Revenue.
Customer issues.
Renewals.
Pipeline.
State-level business performance.

21. REMOTE WORK

The Team Member shall initially work remotely.

The Team Member shall maintain:

Laptop/computer.
Smartphone.
Reliable internet.
Professional communication facilities.
Required software.
Ability to conduct online demonstrations.
Ability to attend virtual customer meetings.

22. TRAVEL AND CUSTOMER MEETINGS

Where reasonably required for enterprise implementation or business development, the Team Member may be required to participate in:

Customer meetings.
Enterprise presentations.
Implementation workshops.
Training sessions.
Business events.
State-level networking activities.

Travel-related arrangements, approvals and reimbursement, if any, shall be governed by the Organization's applicable policies.

23. HYBRID / WORK-FROM-OFFICE

The Organization may introduce hybrid or work-from-office requirements based on:

Business expansion.
Enterprise customer requirements.
Operational needs.
State-level office availability.
Management requirements.

Reasonable notice shall ordinarily be provided where practicable.

24. MINIMUM SKILL FITMENT

The Team Member should demonstrate approximately 50%-60% or more overall fitment at the time of selection.

Evaluation may include:

Recruitment knowledge.
Functional implementation.
SaaS understanding.
Enterprise business development.
Customer relationship management.
Requirement gathering.
Business-process mapping.
Training.
Negotiation.
Commercial understanding.
State-level business development.
Communication.
Reporting.

25. INTELLECTUAL PROPERTY

Functional documentation, implementation processes, customer-specific workflows, reports, training material, proposals, business documents and other work products created specifically for the Organization shall be treated according to the Organization's intellectual-property policies and applicable law.

The Team Member shall not reuse confidential Organization-specific materials for unauthorized third-party purposes.

26. CONFLICT OF INTEREST

The Team Member shall disclose actual or potential conflicts of interest.

The Team Member shall not:

Divert customers.
Divert business opportunities.
Misuse customer relationships.
Use confidential information for personal benefit.
Represent competing solutions using Organization information.
Enter into unauthorized commercial arrangements with customers.

27. TERMINATION

The Organization may terminate the engagement for circumstances including:

Fraud.
Misrepresentation.
Serious misconduct.
Unauthorized commercial commitments.
Confidentiality breach.
Data-security breach.
Unauthorized access.
Customer manipulation.
Financial misconduct.
Conflict of interest.
Repeated poor performance.
Material breach of contractual obligations.
Misuse of Organization systems.
Conduct damaging customer relationships.

The Team Member may request termination by providing reasonable written notice and completing appropriate handover responsibilities.

28. FIFTEEN-DAY NO-CONTACT / ABANDONMENT

If the Team Member becomes completely unreachable and provides no communication for 15 continuous calendar days, without prior approval, reasonable explanation or an accepted communication arrangement, the Organization may treat the engagement as abandoned and terminate/cancel the engagement, subject to applicable law.

This shall not ordinarily apply where the Team Member is unable to communicate because of a genuine emergency, force majeure circumstance or another circumstance reasonably accepted by the Organization.

29. HANDOVER

Upon termination or expiry, the Team Member shall provide appropriate handover including:

Customer status.
Implementation status.
Pending requirements.
Enterprise opportunities.
Subscription opportunities.
Custom-solution opportunities.
Revenue pipeline.
Customer communications.
Documentation.
Login/access information where authorized.
Pending support matters.

30. CONFIDENTIALITY AFTER TERMINATION

Confidentiality obligations relating to customer data, candidate information, employer information, business plans, commercial information, implementation documents and other confidential information shall continue after termination to the extent permitted by applicable law.

31. SIX-MONTH REVIEW

At the end of the initial six-month period, the Organization may review:

Functional implementation performance.
Enterprise customer acquisition.
Subscription revenue.
Custom-solution revenue.
Customer satisfaction.
Customer adoption.
Implementation quality.
State-level business development.
Communication.
Professional conduct.

Following review, the Organization may renew, modify or discontinue the engagement.

32. NO GUARANTEE OF RENEWAL

Completion of the initial six-month period does not create an automatic right to renewal.

Any renewal shall be subject to:

Business requirements.
Performance.
Revenue.
Customer relationships.
Organization strategy.
Mutual acceptance of revised terms.

33. PROFESSIONAL CONDUCT

The Team Member shall represent the Organization professionally and shall not:

Misrepresent products.
Promise unauthorized functionality.
Promise unauthorized discounts.
Guarantee employment outcomes.
Guarantee recruitment results.
Misrepresent customer relationships.
Misuse candidate information.
Misuse employer information.

34. APPLICABLE LAW AND COMPLIANCE

The engagement shall operate subject to applicable laws and regulations in India.

The Organization may update internal procedures where required due to changes in:

Recruitment regulations.
Data-protection requirements.
Tax requirements.
Commercial regulations.
Employment-related requirements.
Technology regulations.

The Ministry of Labour & Employment has also published a 2025 draft Private Placement Agency (Regulation) Bill concerning regulation of private placement/recruitment activities; because such proposals and applicable state-level requirements can evolve, the Team Member shall follow the Organization's then-current compliance procedures rather than assuming that a proposal is already enacted law.

35. FINAL ACKNOWLEDGEMENT

By accepting this engagement, the Team Member confirms that they understand:

The contractual nature of the engagement.
The six-month initial term.
The revenue-linked commercial model.
The applicable revenue categories.
The monthly caps.
The State-level responsibility.
The functional implementation responsibilities.
The enterprise business-management responsibilities.
The customer-success responsibilities.
The confidentiality obligations.
The data-security requirements.
The remote-work requirements.
The possible hybrid/WFO requirement.
The performance expectations.
The termination provisions.
The 15-day no-contact/abandonment provision.
That renewal is not guaranteed.
That no minimum revenue or minimum earning is guaranteed.

36. SIGNATURE AND ACCEPTANCE

TEAM MEMBER

Name: __________________________________________

Signature: _______________________________________

Date: ___________________________________________

Address: ________________________________________

Email: __________________________________________

Mobile: _________________________________________

FOR ANDABHURJI GLOBAL SOLUTIONS

Authorized Representative: ________________________

Designation: _____________________________________

Signature: _______________________________________

Date: ___________________________________________