Nov 2022 – Jul 2023 · 8 mos · Mumbai, Maharashtra, India

Mar 2022 – Oct 2022 · 7 mos · Mumbai, Maharashtra, India

• Founding team of a D2C house of brands which is building profitable consumer brands that define consumption for the metaverse.
• Responsible for talent identification, business partnering and culture building.
• Currently, partnering with the founder and co-founders for hiring a team of young, agile and passionate professionals across levels.
• Founding team of a D2C house of brands which is building profitable consumer brands in Beauty, skincare, home décor, furnishing, food, and fashion & technology space of it.
• Responsible for talent identification, business partnering and culture building.
• Currently, partnering with the founder and co-founders for hiring a team of young, agile and passionate professionals across levels.
• Partner with in-house researchers and the business to source, interview, and offer negotiate and close candidates for a broad range of roles.
• Skills: Talent Identification · Culture Development · Talent Management · Stakeholder Management Vendor management Induction PowerPoint presentation Offer Negotiation & Generation PO Closures HRMIS

May 2021 – Jun 2021 · 1 mo · Mumbai, Maharashtra, India

Apr 2021 – Mar 2022 · 11 mos · Mumbai, Maharashtra, India

• Pocket FM lets users discover and enjoy the greatest selection of audio content ranging from audiobooks, stories and podcasts from the most diverse creator community. We are a Series B funded company with a growing community of 40 million+ users and 500k+ creators.
• Coordinate with hiring managers to identify staffing needs in different areas and departments
• Determine selection criteria for candidates by liaising with managers and other members of staff
• Source applicants through online channels, such as LinkedIn and other professional networks
• Create job descriptions and interview questions that reflect the requirements for each position
• Identify and refine down the most suitable talent from available candidates
• Plan interview and selection procedures, including screening calls, assessments, and in-person interviews – if possible
• Assess candidates’ information, including C.Vs., •portfolios and references
• Organise and attend job fairs and recruitment events to build a strong candidate pipeline
• Keep records of all materials used for recruitment, including interview notes and related paperwork, to share with key stakeholders Handling the HR practice for India and International markets.
• Spoc for Marketing function and Talent Acquisition, HRBP, HR Operations & IT.
• Create and implement end-to-end candidate hiring processes to ensure a positive experience
• Maintain MIS Hiring sheet
• Knowledge of Applicant Tracking Systems

Dec 2019 – Jun 2020 · 6 mos · Lower Parel

• Spoc for Infotainment & Disney .i.e. Disney Consumer Products
• Own and drive the hiring strategy for organisation across a variety of market specific teams across India.
• Partner with in-house researchers and the business to source, interview, offer, negotiate and close candidates for a broad range of roles
• Embed yourself in partner teams, building meaningful and candid relationships with your key stakeholders
• Use your talent market expertise, data, and business acumen to educate and influence hiring managers on how to identify and acquire the best talent
• Proactively network and maintain relationships with key candidate communities from niche talent pools for short and/or long-term opportunities.
• Update the Hiring Managers on the new Hires on-boarded.
• Driving the recruitment cycle through ATS – Workday.

Sep 2017 – Nov 2018 · 1 yr 2 mos · Mumbai, Maharashtra, India

• Spearheading recruitment for Education vertical of Times for all leadership hiring and map
• ping talent as per the competency.
• Managing complete Recruitment life-cycle for sourcing the best talent from diverse
• sources like Job Portals, Specialized Consultants, IJP, Internal database, Social
• Networking sites, Campus & Employee Referral Programs, after identification of
• manpower requirement.
• Encouraging employees to refer by sharing referral flyers.
• Sourcing, Screening, Interviewing, offer negotiation, follow ups and checking overall
• fitment
• Attending recruitment review calls along with Business Line Managers and Functional
• Heads pertaining to manpower planning/ forecasted requirements
• Develop a pool of qualified candidates in advance of need. Build networks to find
• qualified passive candidates.
• Ensure that overall hiring costs are managed within the stipulated process budgets and
• closing the requisition within given TAT.
• Increase the brand value of the Recruitment team within and outside the Organization
• by understanding the pulse of the new joinees, taking an informal feedback from them
• and recording the same for internal improvisation, healthy worklife balance,
• transparent performance evaluation, regular & effective connects, encoura ge constant
• feedback & grievance closure to ensure a highly positive work culture that brings out
• the Best in People.
• Manage and Build relationships with vendors through continuous calls and meetings.
• Independently handling the background checks of all the new joiners.