Role & responsibilities Description The Sales Representative will drive B2C sales in the freight forwarding industry, leveraging 5+ years of industry-specific experience to meet revenue targets. The role focuses on acquiring and retaining individual customers, understanding their shipping needs, and offering tailored freight solutions. The candidate must possess a strong awareness of market trends and competitors to position the company effectively in a competitive landscape. Key Responsibilities: Identify and prospect individual customers (B2C) requiring freight forwarding services, such as personal shipments, e-commerce logistics, or relocation services. Build and maintain a pipeline of leads through cold calling, networking, referrals, and market research. Understand customer requirements and offer customized freight solutions (air, sea, or land) to meet their needs. Prepare and present competitive quotations, ensuring alignment with pricing guidelines and profitability targets. Close sales deals and achieve monthly/quarterly revenue goals set by the management. Stay informed about market scenarios, including competitor offerings, shipping rates, and industry trends, to adapt sales strategies. Collaborate with operations and customer service teams to ensure seamless execution of sold services. Follow up with existing clients to upsell services, secure repeat business, and enhance customer satisfaction. Maintain accurate records of sales activities, customer interactions, and deals in the CRM system. Represent the company professionally in client meetings, industry events, or online platforms to promote services Preferred candidate profile International Freight Forwarding only FCL Shipment Sales Manager B2C (Direct Sales) Business Generation as well Same industry Field sales job Sea / Ocean Freight only Communication good Fuel & other reimbursed on top of CTC Other locations: Pune, Ludhiana, Mumbai, Ahmedabad, Vadodara, Hazira, Jamshedpur For any query, please connect on the details below Pooja Thakur +91-8802863265 t.pooja@myrcloud.com
Role & responsibilities As a talent acquisitions professional you will be required to work on Job Posting & Advertising: Create and publish job openings across various platforms, ensuring visibility and alignment with role requirements. Talent Sourcing & Screening: Identify and evaluate potential candidates through job portals, social media channels, professional networks, and employee referrals. Collaboration with Hiring Managers & Regional Recruiters: Partner with hiring stakeholders to understand talent needs, define selection criteria, and maintain consistent communication throughout the recruitment process. Candidate Assessment: Conduct initial interviews, coordinate assessments, and support decision-making to identify the best-fit candidates. Talent Pipeline Management: Build and maintain a proactive pipeline of qualified candidates for current and future hiring needs. Candidate Engagement & Communication: Ensure a seamless candidate experience by providing timely updates, guidance, and feedback throughout the recruitment lifecycle. Offer Management: Coordinate with HR and hiring teams to prepare, extend, and negotiate employment offers. Tracking & Reporting: Maintain accurate records of recruitment activities and generate regular reports to monitor hiring progress and performance metrics. Preferred candidate profile Any Graduate with minimum 1 year of experience with US job boards Excellent communication skills Willingness to work in US shifts
Strategic HR Leadership Lead the integration of HR strategies with business operations to optimize talent management, enhance operational efficiency, and proactively scale for growth. • Serve as a trusted advisor to senior leaders, aligning talent strategy with business objectives. People Experience and Culture Continuously monitor employee sentiment using innovative methods (pulse surveys, HealthCheck, exit interviews), proactively addressing areas of improvement. Design and implement powerful employee engagement initiatives that reinforce a collaborative and high-performance culture. Provide strategic counsel to leadership on engagement best practices, recognition frameworks, and culture reinforcement activities. Talent Optimization & Analytics Leverage advanced HR analytics to inform workforce planning and talent management decisions, driving strategic outcomes such as reduced attrition, improved employee productivity, and increased employee satisfaction. Develop and communicate insightful HR metrics dashboards that inform executive decisions and enhance operational performance. Performance Excellence & Learning Development Partner closely with leadership to implement high-impact performance management systems, fostering a culture of continuous feedback and professional growth. Champion comprehensive talent assessments and targeted learning interventions to address skill gaps and elevate performance across the center. Compensation & Benefits Strategy Support strategic compensation reviews, utilizing external benchmarks and internal analytics to ensure competitive pay structures that attract and retain top talent. Lead initiatives that link rewards clearly to performance and organizational impact. Employee Relations & Compliance Expertly handle complex employee relations issues with discretion and effectiveness, safeguarding the culture and integrity of the organization. Maintain a deep understanding of HR compliance requirements, proactively ensuring organizational adherence and risk management.
Key Responsibilities1. Strategic Talent Consulting Engage with client stakeholders to define hiring strategies that align with product and engineering roadmaps. Drive calibration, intake, and workforce planning sessions with engineering leaders and business heads. Provide data-backed talent insights, including market availability, skill adjacencies, compensation trends, and location strategies. 2. Engineering-First TA Execution Own the entire hiring lifecycle sourcing, screening, assessments, interviews, offer rollout, and post-offer engagement. Build high-quality engineering and product teams across domains like cloud, AI/ML, data science, systems, and embedded software. Ensure quality-of-hire by emphasizing depth of technical evaluation and alignment with client’s engineering bar. 3. Talent Acquisition Leadership Lead and scale a high-performing TA delivery team, driving operational excellence across mandates. Manage partnerships with sourcing vendors, agencies, and assessment providers. Implement campus recruitment programs and early-career pipelines for clients seeking long-term engineering talent strategies. 4. Technology & Innovation in TA Leverage ATS platforms, analytics tools, and modern AI-powered sourcing and screening tools. Embed automation and data-driven decision-making across the TA lifecycle to scale efficiently. Continuously evaluate and adopt new technologies to improve throughput and candidate/hiring manager experience. 5. P&L Ownership & Metrics Management Own TA P&L for the portfolio – ensuring profitability, resource productivity, and client success. Track and optimize key TA KPIs: Speed: Time-to-fill, time-to-hire Quality: Hiring high-performing engineering talent Efficiency: Recruiter productivity, sourcing throughput Experience: Candidate experience,