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Oil & Gas Recruiter

Hudson Manpower

Full time
Location
Mumbai
Work mode
Not stated
Salary
₹3.5L – ₹7.4L a year estimatetypical for HR & Recruitment Jobs in Mumbai, 70 posts
Posted 8 days ago

You apply on Hudson Manpower's website. CoreHRx takes you there after you sign in.

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Job description

Key Responsibilities: Recruitment & Sourcing: Source and mobilize blue-collar and white-collar candidates (technicians, operators, supervisors, engineers, etc.) for client requirements. Build and maintain a strong network of agents, sub-agents, training institutes, and technical colleges across India. Use job portals (Naukri, Shine, Indeed, etc.), social media, and field visits to identify and attract candidates. Conduct field visits and recruitment drives in different states as needed to ensur…

Job market insights

₹3.5L – ₹7.4L advertised yearly salary for HR & Recruitment Jobs in Mumbai (middle half of 70 posts that show a salary; median ₹5.5L)
4 more open jobs at Hudson Manpower

Hiring most for HR & Recruitment Jobs in Mumbai

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From live job posts on CoreHRx, updated 2 Nov 2026. Skill figures count posts that list their skills; salary figures only posts that show a salary.

Questions about this job

What is the salary for this Oil & Gas Recruiter job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3.5L – ₹7.4L a year (typical for HR & Recruitment Jobs in Mumbai, 70 posts).

Where is this job based?

In Mumbai.

What kind of job is this?

It is a full time job.

How do I apply?

You apply on Hudson Manpower's website. CoreHRx takes you there after you sign in.

Preparing for an HR executive, recruiter, talent acquisition or HR generalist interview in India? This guide covers the questions asked most often, sample answers, the labour law basics you should know (PF, ESI, gratuity, POSH) and how freshers (MBA HR, BBA) and experienced HR professionals should prepare.

Questions you may be asked

  1. Tell me about yourself.
  2. How many positions have you closed, and for which roles?
  3. How do you source candidates for a hard-to-fill role?
  4. How do you reduce offer drop-outs?

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