Placement Manager

About the Role
The Placements Manager will own the end-to-end placement function at Elance Learning—from building employer relationships and preparing students for recruitment to securing relevant opportunities, coordinating selections, and tracking successful joining.
This is not simply a placement-drive coordination role. The manager is accountable for building a sustainable employer network and converting student readiness into meaningful career outcomes.
The role requires strong corporate outreach, recruitment understanding, student engagement, stakeholder management, and data-driven execution.
Core Responsibility
Build employer demand, develop a placement-ready student pipeline, and convert relevant opportunities into verified internships and job placements.
The Placements Manager must ensure that opportunities match students’ qualifications, demonstrated capabilities, career interests, and readiness—not merely increase placement numbers.
Key Responsibilities1. Placement Strategy & Ownership
Develop annual, quarterly, and batch-wise placement plans aligned with student availability and programme timelines.
Establish management-approved targets for internships, job placements, employer acquisition, and recruitment activity.
Map students by qualification stage, skills, preferred roles, location flexibility, and availability.
Maintain a placement calendar with clear owners, deadlines, dependencies, and follow-up actions.
Identify gaps in employer demand or student readiness early and initiate corrective action.
2. Corporate Relations & Employer Acquisition
Build relationships with recruitment decision-makers in audit and accounting firms, corporate finance teams, shared service centres, banks/NBFCs, startups, and other relevant employers.
Identify suitable opportunities in accounting, audit, taxation, FP&A, finance operations, and analytics.
Present Elance’s student talent proposition using credible profiles, portfolios, and demonstrated skills.
Secure actionable hiring requirements, internship opportunities, recruitment drives, and repeat engagements.
Maintain an employer pipeline covering outreach, meetings, requirements, interviews, offers, and closures.
Evaluate partnerships by opportunities and student outcomes—not by MoUs alone.
3. Student Career Readiness
Coordinate CV reviews, LinkedIn development, professional communication training, and mock interviews.
Work with academic teams and trainers to address technical and professional skill gaps.
Define transparent, role-specific readiness criteria and communicate them to students.
Help students present projects, practical assignments, and portfolios as evidence of capability.
Maintain individual action plans for students who need additional preparation.
Coordinate employer-facing execution of Prime+ career-launch activities with the programme delivery team.
4. Internship & Placement Execution
Validate employer requirements, job descriptions, eligibility, compensation, location, and selection processes before circulation.
Match and shortlist students against role requirements.
Coordinate applications, assessments, interviews, recruitment drives, and employer feedback.
Prepare students for each selection stage and minimise avoidable interview no-shows.
Track offers, acceptance, documentation, joining dates, and actual joining.
Support students in understanding offer terms without making unauthorised employment assurances.
Follow up after joining to identify early concerns and support resolution.
5. Academic & Cross-Functional Coordination
Share recurring employer feedback with academics to improve student preparation.
Coordinate with centre teams, mentors, student support, and programme managers on placement readiness and participation.
Align recruitment schedules with examinations and academic commitments.
Supply verified placement information to marketing and admissions.
Clearly distinguish placement assistance from guaranteed employment.
6. Placement Data & Reporting
Maintain a live placement dashboard covering:
Eligible students, placement opt-ins, readiness status, and active job seekers.
Employer pipeline and verified hiring requirements.
Applications, shortlists, interviews, offers, acceptances, and confirmed joinings.
Internship outcomes and internship-to-job conversions.
Compensation, role relevance, employer feedback, and post-joining retention.
Unplaced students, reasons for non-conversion, and corrective actions.
Conduct weekly pipeline reviews and monthly outcome reviews, with clear next steps for every unresolved case.
7. Quality, Ethics & Student Protection
Screen employers and opportunities for legitimacy, role relevance, and transparent terms.
Escalate suspicious recruitment fees, misleading offers, unsafe conditions, or inappropriate employer practices.
Protect student information and share profiles only with appropriate consent.
Apply fair, transparent shortlisting processes.
Maintain evidence for reported outcomes; distinguish internships, offers, and confirmed job joinings.
Never inflate placement figures or misrepresent compensation and employment terms.
Ideal Candidate Profile
Education & Experience
Bachelor’s degree in Commerce, Business Administration, Management, or a related discipline.
MBA or postgraduate qualification preferred.
Proposed experience range: 4–7 years in placements, corporate relations, recruitment, staffing, or talent acquisition.
Demonstrated experience acquiring employers and converting hiring requirements into placements.
Experience in professional education or finance and accounting recruitment preferred.
Skills & Competencies
Corporate outreach, relationship management, and negotiation.
Understanding of recruitment processes and finance-related career pathways.
Student counselling and career guidance.
Strong written communication, presentations, and follow-through.
Proficiency in Excel/Google Sheets, CRM systems, and reporting.
Ability to manage multiple cohorts, employers, and recruitment timelines.
Ownership mindset, ethical judgement, and consistent execution.

Work arrangement
No