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Disclaimer

Bharti Airtel Limited and its subsidiaries will never seek any deposits, fees or facilitation charges from candidates, whether directly or through any agents, in lieu of being considered for employment, or as a condition to employment. If you have been contacted in relation to employment opportunities with Bharti Airtel or its subsidiaries and are asked to pay any fees, security deposits, bonds, etc., you must exercise caution as such offers are likely to be fraudulent. Bharti Airtel Limited and its subsidiaries take no responsibility for such acts. You may report such incidents to us at SIRT@airtel.com.

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Campus Connect

We hire vibrant minds from great campuses and nurture them via specific development interventions which enable them to fast-track their growth. Campus hires are provided with mentorship, leadership connect and tailor-made stints in different functions to groom them for future leadership roles.

Campus Programs

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Young Leaders Program:

Established in 2001, our management trainee program, the 'Young Leaders Program', carries along with it a rich legacy of 14 years and is aimed at creating a pool of business leaders for tomorrow. The Young Leaders get an opportunity to interact with senior leaders and learn from them during the course of their journey with airtel. The 12-month long program exposes you to different aspects of the organization through functional & cross-functional stints so that, at the end of the program, you are ready to make the transition from your B-school to leadership roles. Click here to know more about Airtel's Young Leaders Program.
To know more about iCreate,click here.

Young Technical Leaders Program:

Our YTL program aims at building a continuous pipeline of talent that brings in fresh perspectives by learning new technologies and delivering beyond customer expectations in our network business.These young technical leaders go through 12 months of extensive on the job training, where they are provided with exposure to various cutting edge technologies along with mentoring inputs that facilitate them to take up challenging leadership roles in the organisation. Click here to know more about Airtel's Young Technical Leaders Program.

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Airtel's Big Break:

Airtel's Big Break program is designed to build a strong talent force in our frontline roles. We visit over 100 MBA colleges nationally and onboard talent in our frontline roles in Sales, Customer Service and Retail functions. The Big Breakers undergo a structured 3 month induction to successfully take on challenges in the respective roles. Click here to know more about Airtel's Big Break.

Post Graduate Trainee Program:

For our entry level positions in Finance, we hire young minds from Post graduate colleges in Delhi University and other popular universities in the country. Upon joining Post Graduate Trainee Program you will undergo 2 weeks of cross functional induction followed by 3 months of on the job learning across verticals of Revenue Assurance or Shared Services. Click here to know more about Airtel's Post Graduate Trainee Program.

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Airtel B-School Lateral Hire Program:

We visit the top B-schools to hire experienced professionals with over 4-5 years of work experience for mid-level management positions across all our functions and businesses.These students will typically have prior experience or expertise in the functions/work areas where we have opportunities. To know more, click here

Recruitment Process

  • 01 Pre Placement
    Talks
    01 Pre Placement
    Talks

    We do not accept direct applications for Campus Connect. Pre Placement Talks are conducted on campuses about the programs for young professionals in order to apprise the students of the plethora of opportunities available to them.

  • 02 Application
    Form
    02 Application
    Form

    Post the pre placement talk, interested candidates are invited to apply through an Airtel application form which is circulated with the help of respective campus placement committees.

  • 03 Shortlisting
    03 Shortlisting

    Airtel has increasingly seen a surge in the interested applicants over the years, thus shortlisting based on predefined criteria becomes an imperative step in the whole process. Shortlisting of candidates based on group discussions held on campus as part of the final selection process.

  • 04 Group
    Discussions
    04 Group
    Discussions

    With over 100 applications coming in from each of the campuses, shortlisting based on an application form alone becomes a herculean task for the campus manager. Thus, group discussions come into the picture and play a significant role in getting a final set of shortlists that finally advances into the final round of interviews.

  • 05 Final
    Interviews
    05 Final
    Interviews

    Final interviews for the shortlisted candidates will take place on their respective campuses as a part of the final placement process. Interviews are conducted by a panel of at least 2 people comprising of a Business HR Head and a member of the airtel management board.

  • 06 Final
    Offers

    06 Final
    Offers

    Post the final interviews on campus, airtel communicates the final offers for the campus to the placement committee which then in turn informs the students/candidates.

  • 01 Telephonic
    Screening

    The first step is the telephonic screening which is carried out by our trained recruiter. The recruiter through this telephonic screen gathers basic information such as work history and salary requirements.

  • 02 Online Assessments

    The latest way to go in terms of recruitment is hiring through Social Media. Social media today has taken the talent acquisition vertical by a storm. While organisation today are making their presence felt through mediums as diverse as Pinterest and Instagram, the focus at Airtel is largely on Linkedin, Facebook and Twitter.

  • 03 Functional
    Interview

    Unless the report from online test assessment is grossly skewed towards a non-fitment, most candidates advance to the functional round. Functional interview is conducted by a subject matter expert/hiring manager. This step in the recruitment process gauges a candidate's functional knowledge through specific competency based interview questions.

  • 04 Final round of
    Interview with a Panel

    Have cleared the functional round of interview a candidate then advances to the final round of interview with a panel that mostly comprises of the hiring manager's manager and the unit HR manager. At this stage reports from the value fitment test and competency fitment test are utilized to probe more in order to understand the fitment with the candidate sighting specific instances and critical incidents from his/her previous experience.

  • 05 Offer
    Discussion

    The interviewing panel, communicate their feedback to the recruiter who then engages in an offer discussion with suitable candidates. Offer negotiations and discussions happen in line with our compensation guidelines with the recruiters.

  • 06 Background Verification
    Process

    After a candidate has confirmed acceptance of the offer and along with it committed to a date of joining, a Background Verification Process kicks in. An offer rolled out to a candidate is thus contingent on the successful completion of the verification process carried out by our empanelled vendors.

iCreate

Airtel iCreate is a business plan competition among the top business schools in India. Airtel iCreate, now in its 5th year, is continuously seeing increasing campus footprint across campuses.

The competition is judged in 3 rounds across the business schools who are divided into 3 zones – in the first round, students provide an executive summary for the case study they select, 5 teams from each of the zones are selected during this round; in the second round, each team is assigned a mentor from Airtel to guide them to put together a detailed business plan to substantiate the case solution with the implementation and cost details and present the plan to an eminent Airtel jury in special zonal rounds conducted at select campus in the zone and two winners are selected from each zone. The third and final round is held at Airtel Center where the 6 selected teams present their plan to the business heads of the functions and one winner is selected. The winning team is awarded an iCreate Championship Trophy.

The programme is also an apt platform for students to showcase their talent and gain an opportunity to interact with senior leaders at airtel and also stand a chance to join us in our endeavour of innovating and see their idea become a reality. At airtel, it helps us handpick the best of talent who can easily be absorbed into our culture of doing jobs never done before. To know more, click here

Summer internship

Summer internship program aims at providing exposure to young graduates through Live projects over a period of 2 months. For this program, airtel selects candidates from top notch B-schools in India and invites selected candidates to gain an insight into the 'airtel way' of working. There is a 'Best Project' competition amongst interns, to urge them to give more than 100% to their project work.

In these 2 months, the interns are provided with specific learning interventions conducted through a well-designed training calendar that summer interns go through during their stint with us. We give Pre Placement Offers to the best interns based on their project delivery during the 2-month internship.

Experienced Professionals

  • View current openings >>

    For a sales centric organisation like Airtel, sales function forms the backbone of the Company and is responsible for increasing Revenue Market Share (RMS) and Customer Market Share (CMS). In a Sales driven organisation as ours the other thing that is significant to achieving RMS is distribution, the distribution teams aim at increasing LAPU Selling outlets and Sim selling outlets. Our partners /distributors play a major role in attaining this market leadership position that Airtel enjoys today.

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  • View current openings >>

    The marketing team at Airtel is responsible for creating a complete marketing experience that helps maximize revenue growth and profitability. The team collaborates to conceptualize, develop and deploy products, services and platforms to enhance business performance. This team makes sound marketing decisions around product lifecycle and form future strategies to build a loyal consumer base. Some key characteristics that define the marketing team at Airtel are being fast paced and result oriented.

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  • View current openings >>

    The brand team at Airtel houses a bunch of extremely creative minds who are the custodians of brand Airtel and responsible for creating brand guidelines and executing media campaigns. The brand team at Airtel is in charge of completing a complete brand experience that helps maximize customer base. The team collaborates to conceptualize, develop and deploy platforms to enhance customer experience. This means, that being a part of the team you ensure that strong brand promotion strategies are made to attract and build a loyal customer base.

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  • View current openings >>

    Behind a seamless call flow and routing is our extremely efficient networks team that manages the overall network operations and network KPIs for Airtel. The team is involved in planning for network delivery on the basis of business and customer requirements while anticipating the future needs in terms of 3G, 4G, LTE. The efforts of this team are not just restricted to planning but extend to deployment as well where they ensure deployment of both wireless and wireline technologies. Customer complaints are tackled and met with by ensuring optimal levels in terms of network quality.

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  • View current openings >>

    The finance department is the financial controller of the organisation and is responsible for financial planning reporting and consolidation as per financial standards. They act as an important partner and advisor to the business by defining budgets, managing revenues and giving an in depth analysis on all possible matters that form the basis for all strategic decisions. The team also takes care of decision support by driving Capex and Opex efficiency, direct and indirect taxation licenses, treasury management and end to end accounting and transaction processing.

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  • View current openings >>

    The human resources department at Airtel is the ambassador of Airtel's vibrant culture. They live up to Airtel values and assume the responsibility that these values run in the DNA of the entire organisation. The team collaborates to find, grow and retain a set of the most dynamic and innovative people and help them succeed by providing a highly people centric environment. As a part of the Human Resources function, you live up to the challenge of working with team of such livewires in close collaboration with the business at the circle level.

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  • View current openings >>

    The department at the Airtel adopts the smartest approaches to the most demanding legal challenges in the telecom ecosystem. The team collaborates to protect and safeguard the interest of a company in a rather complicated business environment by advising on day to day legal and regulatory issues to help the circle teams and businesses in achieving their goals.

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  • View current openings >>

    The supply chain management team helps to synchronize the requirements of the customer, design effective sourcing strategies and manage the flow of materials from suppliers in order to affect a balance between what are often seen as conflicting goals of excellent customer service, optimal inventory management and low unit cost. At Airtel the function is vested with the prime responsibility of integrated planning, sourcing and deployment of material related to network services and also spearheading energy transformations.

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  • View current openings >>

    The IT function at Airtel consists of people with expansive technical skills and far- reaching creativity to confront the technological challenges of the dynamic market. They form the backbone of all business achievement of a common goal at the unit level. As a member of the IT team, you will strategize the complete IT service delivery infrastructure, drive IT security initiatives and align IT processes to meet business requirements. This function is integral to sustain and lead in a technology driven ecosystem like ours. This team partners with different functions for positioning Airtel as a strategic partner by driving competitive differentiation.

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  • View current openings >>

    This team is the face of airtel for the external world. The team essentially works to build strong inter-linkages with the external media, other agencies that airtel works with and is instrumental in conveying the thoughts and vision of our senior leaders to our shareholders, loyal customers and to the external world at large.

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  • View current openings >>

    At the Airtel customer experience team, we focus on "First Time Right" resolutions and "Solving for the Future". Our people work across different product lines to design, develop & implement best in class processes which lead to robust customer operations across business units. This team is the custodian of the Airtel brand, delivering to our philosophy of "winning customers for life" by owning each phase of a customer's life cycle. If you specialize in process innovation, can deliver end to end solutions and are ready to manage scale of operations, we welcome you to join us in our endeavor to deliver unmatched experience to India's largest telecom customer base.

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  • View current openings >>

    Telesonic Networks Ltd. delivers a range of wireline and wireline enabled services to enterprise and retail customers. A responsive on-field support system enables us to commit a quick network uptime and connectivity and helps us provide you a world class customer service experience. We ensure high standards of service, delivery monitoring and assurance through our speed of cable network roll out, a wide span of network maintenance and state-of-the-art operation centers.

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Recruitment Process

At airtel we hire passion. If you are determined to deliver best in class products & services that enrich the lives of our customers, determined to make airtel increase its global footprint and determined to make a difference in everything you do, then airtel is just the place for you. Hiring of experienced professionals at Airtel happens for specific positions and applications for the same to Airtel may flow in through any of the following sources:

  • 01 Careers
    Website
    01 Careers
    Website

    In case you love the company and share our passion of Doing Jobs Never Done Before, visit our careers website www.airtel.in/careers, search for relevant job openings, register yourself with us and apply. If you haven't found a job that suits your profile, go ahead and register and leave your resume with us.

  • 02 Social
    Media
    02 Social
    Media

    The latest way to go in terms of recruitment is hiring through Social Media. Social media today has taken the talent acquisition vertical by a storm. While organisation today are making their presence felt through mediums as diverse as Pinterest and Instagram, the focus at Airtel is largely on Linkedin, Facebook and Twitter.

  • 03 Employee
    Referral
    03 Employee
    Referral

    Our employees understand, what it takes to be a part of the Airtel family, hence the Employee Referral program at Airtel is another trusted route of landing you a job with us. Get your friends at Airtel to register you on the portal or share with you links of current openings and we'd be happy to have you on board with us.

  • 04 Recruitment
    Partners
    04 Recruitment
    Website

    Airtel works with a set of trusted recruitment partners who aid us in our attempt to hire the best fit for this organisation in line with our core values and competencies. Our recruitment partners are prudently selected through an empanelment activity held every 2 years. The senior HR leadership engages with our consultants to gauge their understanding about Airtel and the telecom business.

  • 05 Online
    Job Boards
    05 Online
    Job Boards

    Most popular source for hiring experienced professionals in Airtel is the online job boards that include Naukri and iimjobs. Airtel as an organisation is also increasingly moving towards increasing the number of hires through social media. While we do own an enterprise solution for Naukri, iimjobs with its focused pedigree population helps attract the right kind of candidates. A candidate may thus apply to a specific position at Airtel through Naukri or iimjobs.

  • 01 Careers
    Website

    In case you love the company and share our passion of Doing Jobs Never Done Before, visit our careers website www.airtel.in/careers, search for relevant job openings, register yourself with us and apply. If you haven't found a job that suits your profile, go ahead and register and leave your resume with us.

  • 02 Social
    Media

    The latest way to go in terms of recruitment is hiring through Social Media. Social media today has taken the talent acquisition vertical by a storm. While organisation today are making their presence felt through mediums as diverse as Pinterest and Instagram, the focus at Airtel is largely on Linkedin, Facebook and Twitter.

  • 03 Employee
    Referral

    Our employees understand, what it takes to be a part of the Airtel family, hence the Employee Referral program at Airtel is another trusted route of landing you a job with us. Get your friends at Airtel to register you on the portal or share with you links of current openings and we'd be happy to have you on board with us.

  • 04 Recruitment
    Website

    Airtel works with a set of trusted recruitment partners who aid us in our attempt to hire the best fit for this organisation in line with our core values and competencies. Our recruitment partners are prudently selected through an empanelment activity held every 2 years. The senior HR leadership engages with our consultants to gauge their understanding about Airtel and the telecom business.

  • 05 Online
    Job Boards

    Most popular source for hiring experienced professionals in Airtel is the online job boards that include Naukri and iimjobs. Airtel as an organisation is also increasingly moving towards increasing the number of hires through social media. While we do own an enterprise solution for Naukri, iimjobs with its focused pedigree population helps attract the right kind of candidates. A candidate may thus apply to a specific position at Airtel through Naukri or iimjobs.

Post the application stage the recruitment process involves evaluation and assessment of potential candidates through 6 steps that are aligned to our values and competencies. Steps in the recruitment process for hiring experienced professionals are as follows:

  • 01 Telephonic
    Screening
    01 Telephonic
    Screening

    The first step is the telephonic screening which is carried out by our trained recruiter. The recruiter through this telephonic screen gathers basic information such as work history and salary requirements.

  • 02 Online
    Assessments
    02 Online Assessments

    The latest way to go in terms of recruitment is hiring through Social Media. Social media today has taken the talent acquisition vertical by a storm. While organisation today are making their presence felt through mediums as diverse as Pinterest and Instagram, the focus at Airtel is largely on Linkedin, Facebook and Twitter.

  • 03 Functional
    Interview
    03 Functional
    Interview

    Unless the report from online test assessment is grossly skewed towards a non-fitment, most candidates advance to the functional round. Functional interview is conducted by a subject matter expert/hiring manager. This step in the recruitment process gauges a candidate's functional knowledge through specific competency based interview questions.

  • 04 Final round of
    Interview with
    a Panel
    04 Final round of
    Interview with
    a Panel

    Have cleared the functional round of interview a candidate then advances to the final round of interview with a panel that mostly comprises of the hiring manager's manager and the unit HR manager. At this stage reports from the value fitment test and competency fitment test are utilized to probe more in order to understand the fitment with the candidate sighting specific instances and critical incidents from his/her previous experience.

  • 05 Offer
    Discussion
    05 Offer
    Discussion

    The interviewing panel, communicate their feedback to the recruiter who then engages in an offer discussion with suitable candidates. Offer negotiations and discussions happen in line with our compensation guidelines with the recruiters.

  • 06 Background Verification
    Process
    06 Background Verification
    Process

    After a candidate has confirmed acceptance of the offer and along with it committed to a date of joining, a Background Verification Process kicks in. An offer rolled out to a candidate is thus contingent on the successful completion of the verification process carried out by our empanelled vendors.

  • 01 Telephonic
    Screening

    The first step is the telephonic screening which is carried out by our trained recruiter. The recruiter through this telephonic screen gathers basic information such as work history and salary requirements.

  • 02 Online Assessments

    The latest way to go in terms of recruitment is hiring through Social Media. Social media today has taken the talent acquisition vertical by a storm. While organisation today are making their presence felt through mediums as diverse as Pinterest and Instagram, the focus at Airtel is largely on Linkedin, Facebook and Twitter.

  • 03 Functional
    Interview

    Unless the report from online test assessment is grossly skewed towards a non-fitment, most candidates advance to the functional round. Functional interview is conducted by a subject matter expert/hiring manager. This step in the recruitment process gauges a candidate's functional knowledge through specific competency based interview questions.

  • 04 Final round of
    Interview with
    a Panel

    Have cleared the functional round of interview a candidate then advances to the final round of interview with a panel that mostly comprises of the hiring manager's manager and the unit HR manager. At this stage reports from the value fitment test and competency fitment test are utilized to probe more in order to understand the fitment with the candidate sighting specific instances and critical incidents from his/her previous experience.

  • 05 Offer
    Discussion

    The interviewing panel, communicate their feedback to the recruiter who then engages in an offer discussion with suitable candidates. Offer negotiations and discussions happen in line with our compensation guidelines with the recruiters.

  • 06 Background Verification
    Process

    After a candidate has confirmed acceptance of the offer and along with it committed to a date of joining, a Background Verification Process kicks in. An offer rolled out to a candidate is thus contingent on the successful completion of the verification process carried out by our empanelled vendors.

Disclaimer