Piyusha Pancharia

Talent Acquisition Manager

Pune, Maharashtra, India6 yrs 5 mos experience

Most Likely To Switch

Key Highlights

Expert in building efficient hiring processes
Strong focus on candidate experience and engagement
Proven track record in scaling teams rapidly

Stackforce AI infers this person is a Talent Acquisition Specialist with expertise in scaling teams in the Fintech industry.

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Skills

Core Skills

Talent AcquisitionStrategic HiringNon Tech HiringStakeholder ManagementTrainingRecruitment

Other Skills

Candidate ExperienceCompetency Based InterviewingCustomer ServiceData AnalysisExecutive SearchHiringHiring PracticesInterview ProcessesManagementMicrosoft ExcelMicrosoft PowerPointNegotiationNiche hiringSourcingStrategic Sourcing

About

Hi, I’m Piyusha—a full-time people person by day, meme scroller by night. I work at the intersection of people, process, and “please-let’s-make-this-easier-for-everyone.” Currently at Sprinto, building hiring engines that don’t just fill roles—but find weirdly perfect fits (you know the kind, the “how did we survive without them?” types). I’ve hired for roles that made even ChatGPT say “wtf is that?” and I’ve still delivered. Why? Because I’m low-key obsessed with: - Making hiring human (no bots pretending to care) - Finding needles in haystacks (and sometimes burning the whole haystack for clarity) - Creating systems that scale without becoming soul-sucking I don’t do boring. I do real talk, messy figma boards, candidates who ghost and then come back with 3 other offers, and the occasional “Hey, can you find someone in 4 days?” adventure. You’ll find me laughing a lot, swearing a little (or a lot), and trying to bring clarity + calm to the chaos of hiring in startups. Want to talk about people, process, or just where to find the best cold brew or chaos? Let’s connect. Reach out at piyushap@sprinto (for all things work) & piyushapancharia@gmail.com (for anything personal) 🚀

Experience

6 yrs 5 mos

Total Experience

1 yr 7 mos

Average Tenure

1 yr 11 mos

Current Experience

Sprinto

2 roles

Manager, Talent Acquisition - GTM Hiring

Promoted

Jan 2025 – Present · 1 yr 3 mos · India · Remote

At Sprinto, I focus on building and scaling teams that are crucial to our business — with a strong emphasis on strategic and leadership hiring across GTM functions. A big part of my role involves partnering closely with leaders to understand not just what they need today, but what will set their teams up for the future. Whether it’s zeroing in on niche roles, making tough calls, or simply finding someone who just gets it, I try to bring both speed and thoughtfulness to every hire. Beyond hiring, I spend a good amount of time setting up and streamlining processes — ensuring we’re not just filling roles but building a hiring engine that’s efficient, collaborative, and ready to scale.
This role has been a solid mix of people, momentum, and problem-solving — which keeps it exciting. There's still so much to learn and improve, but that's the best part of the journey.

Talent ManagementHiringHiring PracticesTech hiringStakeholder ManagementStrategic Hiring+2

Senior Talent Acquisition Specialist - GTM Hiring

Apr 2024 – Dec 2024 · 8 mos · India · Remote

Cred

2 roles

Talent Partner - Non tech hiring

Promoted

Oct 2022 – Apr 2024 · 1 yr 6 mos · Bengaluru, Karnataka, India · On-site

A key contributor to the non-tech talent acquisition team, successfully built design, product analytics, finance, credit strategy management, and operations teams across various levels, including leadership, niche, and lateral roles. Pivotal in scaling the team for Newtap, CRED's NBFC.
Conducted proactive market mapping for different departments to help the team build organization structure & hire top talent from the market.
Ensured a positive candidate experience by identifying and addressing gaps in the interview processes, resulting in a remarkable 42% improvement in NPS.
Partnering with senior leaders and the people business partners to plan the requisitions in respective teams and identify talent pool for the roles.
Identification of gaps in the processes & bridging those by introducing scalable mechanisms to ensure the quality and time to hire is intact.
Developed comprehensive weekly, monthly, and quarterly hiring dashboards, offering stakeholders visibility into PTR, pipeline speed, status, feedback TAT, fill rate, and action plans. Leveraged data from the Applicant Tracking System (Lever) to provide strategic visibility to leadership, presenting challenges with proposed solutions.
Program managed the interview training initiative, collaborating with facilitators to equip panels across the organization with the skills to assess candidates aligned with CRED's hiring standards. This strategic effort led to a notable 61% improvement in hiring quality, contributing to reduced unregretted attrition.

Talent ManagementHiringNon tech hiringStakeholder ManagementTalent Acquisition

Talent Acquisition Consultant

Oct 2021 – Oct 2022 · 1 yr · Bengaluru, Karnataka, India · On-site

Repos: fuelled by yes

2 roles

Associate - Human Asset (Talent Acquisition)

Sep 2020 – Oct 2021 · 1 yr 1 mo · On-site

Orchestrated end-to-end recruitment process (including building JD’s, interview process, sourcing, coordinating for interviews, offer negotiations & joinings) for both tech and non-tech roles, optimizing strategies for niche hiring, campus recruitment and leveraging job portals like LinkedIn, Naukri, IIMjobs, Behance, Dribble, etc. to ensure a robust talent pipeline. Achieved ~90% probation conversion through a focus on quality hiring.
Build a team from 80 members to 300+ members in the span of 1.5 years, worked with the founders & the business leaders to plan and build a team across geographies.
Building stakeholder relations to understand the existing teams & forward looking requirements for the team to devise strategies to source & seamlessly connect with elusive talent pools to ensure precision in recruitment and assembling high-performing teams. Supported the hiring managers in building the job descriptions, assessment processes & understanding the available talent pool.
Spearheaded the development and optimization of hiring processes which led to improvisation in the time to fill the role by 37% in the span of 3 months.
Conducted thorough training sessions for new team members within the talent acquisition team, fostering a smooth and effective integration process by meticulously covering aspects essential for their roles, team dynamics, and organizational culture.
Integral part of the onboarding team, guiding new team members through inductions for a quick grasp of organizational culture and business model.

Talent AcquisitionRecruitmentSourcing