Responsibilities
- Build and run a monthly mobilisation plan for your district / cluster — villages, blocks, urban wards, training institutes, SHGs, NGOs, panchayat networks, and faith-based community gatherings.
- Conduct field visits, group meetings, and 1:1 conversations with prospective candidates (most often women aged 21–55, but also couples for housekeeping / farmhouse / security roles).
- Partner with local stakeholders — Panchayat Secretaries, ASHAs, anganwadi workers, ITI placement cells, JSS, DDU-GKY and PMKVY centres, NRLM / SRLM SHG federations, church / mahila mandal groups, local agents — to generate consistent inflow of credible leads.
- Run small community awareness sessions about live-in, full-time, and patient-care opportunities in cities; bust myths around safety, food, and treatment; explain salary structure, weekly off, leave policy, and return travel.
- Conduct structured screening: age, marital status, family permission, language(s) spoken, prior work, cooking style, health, willingness to relocate, expected salary, joining timeline.
- Pre-qualify candidates against current city demand: live-in maid, full-time maid, cook (veg / non-veg, regional cuisine), nanny, elderly / patient care, couple housekeeping, farmhouse couple, Japa maid, etc.
- Set realistic expectations on salary band, working hours, food, accommodation, off-day, and city culture. Never over-promise — under-promise and let the city team close.
- Capture Aadhaar, PAN (where available), photograph, voter ID / ration card, two reference contacts, current and permanent address with landmark, and live geo-tagged location.
- Conduct basic verbal reference check with the candidate's family head or village-level reference before the file leaves your hands.
- Fill out the EzyHelpers helper profile in our app / CHAP system on the same day — skills, languages, prior work history, salary expectation, joining date, photographs, video introduction, category mapping.
- Handle family counselling — sit with parents, in-laws, husbands, and elder siblings to address concerns about safety and respect.
- Coordinate travel logistics with the central placement team: train / bus booking, station pickup at the destination city, contact handoff to the city team.
- Stay reachable to the candidate for the first 30 days of placement; resolve homesickness, salary clarification, and family communication issues before they become drop-outs.
- Receive daily / weekly demand briefs from the central sourcing lead and push candidate profiles into the funnel within agreed TAT (same-day or next-day).
- Submit Daily Work Report (DWR): villages / locations visited, meetings held, leads generated, candidates screened, profiles created, profiles confirmed, travel covered.
- Follow EzyHelpers' Code of Conduct strictly: no commission from candidates, no false promises of pay, no recruitment of minors, no recruitment without family consent.
Requirements
- Mother-tongue fluency in the dominant language of your assigned cluster (e.g. Assamese / Bodo, Khasi, Tamil, Telugu, Odia, Santhali / Ho / Mundari, Bengali, Bhojpuri — as relevant to your region).
- Working Hindi and basic English for coordination with the central team in Bangalore / Delhi.
- Roughly 1–4 years of field experience in any of: blue-collar recruitment, NRLM / SRLM / NGO field work, microfinance loan officer, insurance agent, ASHA / anganwadi supervisor, FMCG distribution, DDU-GKY mobiliser, skill-development counsellor, or domestic-help / placement agency field role.
- Strong local network — you should already know your district. People should already know you.
- A two-wheeler and valid driving licence, and the ability to cover 40–80 km a day on field.
- Smartphone literacy: WhatsApp, Google Maps, our app, photo upload, basic typing in your local language.
- High integrity — recruitment of vulnerable workers is a sensitive job. We do background checks on Field Mobilisers themselves.
- Comfort travelling 20–24 working days a month within your cluster, with occasional 2–4 day trips to the destination city.
- 10+2 / Class 12 minimum; graduate preferred but not mandatory.
Nice to have
- Prior experience as a placement officer or mobiliser with a recognised skill-mission programme (DDU-GKY, PMKVY, NULM, Skill India, NRLM, SRLM, ITI placement cell).
- Existing relationships with SHG federations, panchayats, or NGOs in your district.
- Exposure to digital tools — Google Sheets, basic CRM, biometric kits, e-KYC.
- A second regional language (Bengali speaker who also speaks Hindi; Tamil speaker who also speaks Telugu; etc.).
- Prior experience placing candidates outside your home state — you understand both ends of the migration journey.
- Comfort presenting in small group settings (community sessions of 10–30 women / families).
Open locations (multiple openings)
- North East: Assam (Guwahati, Dibrugarh, Jorhat, Silchar), Meghalaya (Shillong, Tura), Manipur (Imphal), Tripura (Agartala), Nagaland (Dimapur, Kohima), Mizoram (Aizawl), Arunachal Pradesh (Itanagar)
- Tamil Nadu: Chennai catchment, Tiruvannamalai, Villupuram, Salem, Erode, Madurai, Tirunelveli, Thoothukudi, Nagapattinam, Cuddalore
- Andhra Pradesh: Vijayawada, Visakhapatnam, Guntur, Anantapur, Kurnool, Chittoor, East & West Godavari
- Telangana: Hyderabad catchment, Khammam, Warangal, Karimnagar, Nalgonda, Mahbubnagar
- Odisha: Ganjam, Cuttack, Bhubaneswar, Koraput, Mayurbhanj
- Jharkhand: Ranchi, Gumla, Lohardaga, Simdega, Dumka
- Chhattisgarh: Raipur, Bilaspur, Jagdalpur
- West Bengal: Kolkata catchment, North & South 24 Parganas, Murshidabad, Malda
- Bihar: Patna, Gaya, Purnia, Madhubani
- Uttar Pradesh: Lucknow, Gorakhpur, Varanasi, Bareilly belts
Compensation & benefits
- Fixed monthly salary: ₹18,000 – ₹32,000 depending on region, experience, and cluster size.
- Performance-linked incentive: ₹500 – ₹1,500 per successfully placed and retained candidate (paid after 30-day retention). Top mobilisers earn ₹15,000 – ₹40,000/month in incentives.
- Travel & field allowance: fuel reimbursement + fixed monthly mobile / data allowance.
- Quarterly recognition bonus for top performers across regions.
- Annual paid leave (12 days) plus declared regional holidays.
- Group accident insurance during field hours.
- Festival bonus twice a year.
- Sponsored training — onboarding, Code of Conduct certification, periodic refreshers.
- Smartphone allowance / company device for high-performing mobilisers after 3 months.
Key KPIs
- Leads generated per month: 80–150 (region-dependent)
- Candidates screened and profile-created per month: 30–50
- Profiles confirmed as placement-ready: 15–25 per month
- Successful placements in destination cities: 8–15 per month
- 30-day retention rate of placed candidates: ≥ 80%
- Documentation completeness and accuracy: ≥ 95% audit pass rate; zero ghost profiles
- Code of Conduct adherence: zero tolerance on commission-taking, minor recruitment, or family-consent violations
- Daily Work Report (DWR) compliance: submitted by 9 PM every working day
A typical week
- Monday morning: Review the central demand brief — categories in demand, salary bands, city priorities.
- Monday–Wednesday: Visit 2–3 villages or wards per day. One SHG group meeting in the morning, 4–6 individual / family conversations through the day. Profile creation in the evening.
- Thursday: Document collection day — Aadhaar, photographs, references; family counselling for candidates who have said yes; coordinate medical and travel.
- Friday: Boarding day — drop off candidates at the station; handover call with city team; close files.
- Saturday: Cluster review with Regional Supply Head — what worked, what didn't, next week's demand.
- Sunday: Off (unless a boarding is scheduled).
Growth path
- Year 1: Field Mobiliser — own your district / cluster and prove consistent monthly throughput with strong retention.
- Year 1.5–2: Senior Field Mobiliser / Cluster Lead — manage 3–5 mobilisers across a sub-region; own a state-level supply target.
- Year 2–3: Regional Supply Head — own a full state or zone, with a team of 8–15 mobilisers, full state-level P&L for supply.
- Year 3+: Cross-functional moves into central operations, training, partnerships, or city leadership.
- We promote from within. Almost every senior person in our supply organisation started at the village level.
Why join EzyHelpers
- Mission you can explain in one sentence: "I help women and families find dignified, well-paid work in cities — and the city families they work for treat them well."
- Direct line to the central team — data-driven, daily check-ins, and clear playbooks.
- Pay that respects your local market. Most field-mobiliser roles in the social sector underpay. We don't.
- Real career growth. Supply is our biggest constraint — this is a core function, not a side team.
- No commission-taking culture. Zero tolerance for charging candidates. You will never be asked to compromise.
What this role is NOT
- Not a desk job. If you want to work from an office, this is the wrong role.
- Not a tele-calling role. We have a separate Supply Sourcing Executive (tele) team for that.
- Not a placement-agent / middleman role. You are a full-time EzyHelpers employee with salary, KPIs, ID card, and code of conduct.
- Not a "send anyone, anyhow" role. We reject roughly 40% of submitted profiles. Volume without quality is failure here.
Selection process
- Application review (CV + a short voice note in your local language explaining why you fit this role).
- Phone interview in your local language with the Regional Supply Head (30–40 minutes).
- One-day field shadow — you accompany an existing mobiliser, or we accompany you to two of your candidate conversations.
- Reference check with two professional references.
- Offer + onboarding — 5-day paid training at our Bangalore office (travel + stay covered), including 2 days of city-side field exposure.
- End-to-end timeline: typically 10–18 days from application to offer.