Recruitment Lead

The company is moving into high-volume blue-collar outsourcing and technical workforce delivery for manufacturing clients in Indonesia. Our existing recruitment team is strong in professional and EOR hiring, which is a different operation from volume delivery. We are hiring someone who has already run mass recruitment at scale to build that capability properly, rather than learning it during live delivery against a client.

This is a build role, not a maintenance role. You will design the delivery model, build the sourcing infrastructure, and set the productivity assumptions the rest of the team is sized against. Recruiters are hired into the operation you design, not the other way round.

Where this role sits

You will report directly to the Chief People Officer and lead the outsourcing and volume recruitment function, running parallel to the existing the company and EOR talent acquisition team. Recruiters, team leads and operational support are added under you as confirmed volume justifies them, against defined triggers rather than projections.

What you will own

• Delivery model design: end-to-end process from client demand intake through to worker mobilisation and first day-on-site, defined and documented rather than improvised per order

• Sourcing infrastructure: build and manage networks across vocational schools (SMK), training institutions, community and referral networks, sourcing agents and regional vendors, and field recruitment channels

• Regional pipeline management: maintain candidate supply across industrial zones, not just one location, so orders can be filled where clients actually operate

• Mass screening and selection: design high-throughput screening that holds quality at volume, including onsite hiring events and batch interviewing

• Batch onboarding and documentation: contracts, BPJS registration, medical checks, and worker files processed in batches without compliance gaps

• Productivity and cost model: establish defensible recruiter productivity and cost-per-hire figures for volume blue-collar hiring, which the manpower model depends on

• Compliance discipline: ensure each order is delivered under the correct legal structure and that the three delivery  lines are never mixed (see below)

• Platform collaboration: co-design sourcing and screening flows with our worker platform build, so the technology reflects how the operation actually runs

• Team build-out: as volume is confirmed, recruit, train and lead the recruiters, team leads and operational support under this function

The compliance boundary you will work within

Indonesian outsourcing regulation restricts what can be delivered under which structure, and getting this wrong creates real exposure for both the company and the client. You will be expected to hold this line, not work around it.

• Alih daya (labour outsourcing): permitted for support functions only, such as security, cleaning, drivers, warehouse and general operational support

• Recruitment-only delivery: core production-line roles, where the client is the direct employer and the company handles sourcing and delivery, never acting as third-party employer

• Technical service contract: drone, PLC and industrial robotics maintenance and service work, delivered as a contracted service outcome rather than as personnel supply

First six months: what success looks like

Period Expected outcome

• Month 1 to 2 Delivery model documented end to end. Compliance structure per delivery line confirmed with the CPO. Initial sourcing channel map and target partner list built.

• Month 3 to 4 First sourcing partnerships signed, including SMK and agent networks. Screening and batch onboarding process tested on a live order. Productivity and cost-per-hire baseline established from actual data.

• Month 5 to 6 Operation able to absorb a confirmed volume order without improvisation. Team structure and hiring plan sized against real productivity figures. Platform sourcing and screening flows co-designed.

Requirements

• Proven experience running volume blue-collar or industrial recruitment in Indonesia, at a scale of tens to hundreds of placements, not professional or white-collar hiring at low volume

• Direct experience with outsourcing or labour supply delivery, including the operational and compliance mechanics, not only the sales side

• Working knowledge of Indonesian labour regulation as it applies to outsourcing: PKWT, BPJS, and the current alih daya restrictions under Permenaker 7/2026

• Track record building sourcing channels from scratch, particularly non-digital channels such as SMK partnerships, agent networks and field recruitment, rather than relying on job boards alone

• Comfortable operating in industrial zones and manufacturing environments, including travel to client sites

• Able to define and document process, because part of the value of this role is what remains after you have built it

• Fluent Bahasa Indonesia and working English

Useful but not required

• Experience with technical or certified trades hiring (PLC, industrial automation, electrical certification pathways)

• Exposure to Chinese-invested manufacturing clients in Indonesia, or Mandarin capability

• Experience working alongside a product or platform team on recruitment tooling