Jan 2023 – Aug 2024 · 1 yr 7 mos · Hyderabad, Telangana, India · On-site

• Led the global Talent Acquisition, Employee Experience, and Employer Branding agenda for HighRadius, managing a 50+ member team across geographies. Partnered with business leaders to scale organizational growth while driving a high-engagement workplace.
• Key Achievements:
• Talent Acquisition: Scaled hiring engine to deliver ~1500 hires annually across tech, product, and global sales roles; improved offer-to-join ratio by 21%
• Employee Experience: Launched structured engagement framework, improving eNPS by 10 points and reducing regrettable attrition.
• Employer Branding: Strengthened HighRadius’s global brand presence through campus partnerships, digital campaigns, and thought leadership, driving a 23% increase in applicants
• Leadership: Built, mentored, and scaled a 50+ member global TA & EX team across India, US, and EMEA.
• Impact: Enabled HighRadius to attract, retain, and engage world-class talent while supporting its global growth trajectory.

Oct 2019 – Dec 2022 · 3 yrs 2 mos · India

• Built and led BrowserStack’s global talent acquisition function through a period of hyper-growth, scaling the recruiting team from 8 to 40 and delivering top-tier talent across the United States, Europe, and India. Partnered directly with the leadership team and founders to shape global people strategies supporting the company’s scale-up journey.
• Key Achievements:
• Global Hiring Scale: Delivered ~1,500 hires across product, engineering, GTM, and leadership roles; accelerated time-to-fill by 25% while maintaining quality-of-hire standards.
• Team Building: Expanded TA team from 8 to 40, building a globally distributed recruiting engine capable of supporting rapid growth across regions.
• Strategic Programs:
• Remote-First Enablement: Designed and operationalized remote-first model, enabling seamless global collaboration and talent expansion beyond metro hubs.
• Rewards Benchmarking: Led global compensation benchmarking and created role-based compensation bands to support equitable and competitive hiring.
• Acquihire Strategy: Developed and executed acquihire playbook; onboarded niche tech teams to accelerate capability building.
• Succession Planning: Partnered with leadership to establish succession pipelines for critical roles.
• Impact: Strengthened BrowserStack’s ability to scale as a global SaaS leader by building a world-class talent engine aligned with business strategy.

Jul 2018 – Oct 2019 · 1 yr 3 mos · India

• I led Engineering, Operations, Sales and G&A hiring for one of Uber India and South Asia. The team comprised of 15 recruiters, sr. recruiters and sourcers. Apart from driving numbers, I led diversity and branding initiatives for Uber in India.
• As part branding initiatives, I partnered with the University team for various campus branding initiatives. Some of the key wins have been a revamped day 1 experience, She++ event for women engineering students in 2nd year, B-School case study competition, etc.

Aug 2017 – Jul 2018 · 11 mos

• Promoted to lead strategic talent acquisition activities across Alcon Asia, expanded from India.
• As part of this, one of my big wins was to formalize a campus hiring strategy for India and scale it to the rest of Asia. We created a case study competition for BSchools like ISB, MDI, SPJain and ensured that the brand of Alcon is well known much before the actual placement process.
• Also working as HR Business Partner for Corporate Functions and Technical Services for Alcon India. As an extended responsibility I am also the co-lead for the diversity and inclusion efforts at Alcon.

Sep 2016 – Aug 2017 · 11 mos

• I wore two hats at Alcon. I was the HR Business Partner for the corporate functions and tech services. I also led talent acquisition efforts for the Alcon division in India. As part of my role, I learnt an entirely new industry while working with an amazing business leadership team.
• I handled a complete talent portfolio, ranging from succession planning and management, leadership coaching, manager effectiveness, organizational development and culture building efforts as well as rhythm of business activities like performance management, competency definition, rewards & recognition and hiring.

Mar 2015 – Sep 2016 · 1 yr 6 mos · Bengaluru Area, India

• Promoted in 9 months. Led recruitment for the largest business unit for LinkedIn. Hired sales leaders and top consulting talent.
• Was also leading Executive Search and Employer Branding for LinkedIn India. Was also involved in charting the campus strategy for India till the University team was hired.
• Some of my stretch assignments included
• 1. Campus Hiring strategy for LinkedIn India across Tech, B-Schools and Graduation Colleges
• 2. Built an APAC wide talent pipeline strategy
• 3. Part of the LinkedIn Recruiter Certification re-calibration exercise
• 4. Led a webinar on candidate journey
• 5. Led external branding of the first ever HR Hackfest in India

Mar 2014 – Mar 2015 · 1 yr · Bengaluru Area, India

• Part of the Best on Planet Hiring team. Hiring superstar sales people for our enterprise and digital businesses @ LinkedIn.
• My responsibilities include
• 1. Social media based sourcing, leveraging LinkedIn, Twitter and Blogs.
• 2. Talent Mapping & Industry Mapping
• 3. Stakeholder Management
• 4. Candidate experience management - Owning the entire staffing cycle, from Manpower planning to offer negotiation and closure.
• 5. Working as part of the campus strategy team.
• 6. Owning projects in the areas of Talent pipelining and TA learning and development.

May 2012 – Mar 2014 · 1 yr 10 mos · Hyderabad

• Was an intellectually stimulating journey, where I handled the entire hiring cycle for 2 start-up business units, helping build them and staff at leadership levels in these businesses.
• One of my key stretch assignments was to own B-School hiring for Microsoft India. Was instrumental in designing a pre-placement competition Blitkreig for HR campuses. This was then used to shortlist and interview candidates.
• Core Responsibilities Involved
• 1. Manpower planning
• 2. Owning the entire hiring cycle
• 3. Managing Source mix - Hitting the numbers consistently
• 4. Managing agency engagement
• 5. Reviewing and revamping the employee referral program
• 6. Leveraging social media platforms like LinkedIn, Twitter, Facebook, Quora to source top talent
• 7. Mapping the market and building a compelling story for working at Microsoft
• 8. Social Media based branding
• 10. Stakeholder management - Active talent consultant to the business leaders
• 11. CSAT and HMSAT - Consistently highest across BUs
• Special Achievements
• Hired for diverse skills, building whole engineering feature teams across levels
• Coached and developed the sourcing team in IDC
• Was responsible for niche hiring like Machine learning specialists
• Hired over 200 engineers and product managers in a span of 22 months.

Jun 2010 – May 2012 · 1 yr 11 mos · Mumbai Area, India

• Studying Human Resources and Labour Relations @ Tata Institute of Social Sciences (TISS). Batch of 2010-12

May 2007 – Jun 2010 · 3 yrs 1 mo

• I was an Hr business partner for a business unit of 900 employees. Major activities involved the following
• 1. Organization Design and team structuring
• 2. Succession planning
• 3. Organization Development initiatives
• 4. Change management
• The work also included Rhythm of Business (RoB) activities like
• Grievance Management
• Compensation Deployment and facilitation resolution of payroll queries and issues
• Performance Management
• Confirmation and Promotion Management
• Rewards and Recognition Programs deployment
• Employee Engagement Activities
• Analysis of performance trends and performance improvement plan implementation