Nitish Mehta — Co-Founder

I'm a Talent Partner helping startups and MSMEs build teams - better and faster. I won't promise you hundreds of resumes or quick fixes. What I will promise is building exceptional teams that actually stick around and drive your growth. After 13 years of matching talent with vision, here's what I know: recruitment isn't about filling positions – it's about creating partnerships. By partnership I mean I help you with: - End to end recruitment - Stakeholder management - Candidate experience optimization - ORM (Online Reputation Management) - Employer Value Proposition When I say customized, I mean that apart from meeting hiring needs for my clients, I also: ↳ Integrated BOT Model (Build Operate Transfer) for an MNC wanting to expand in India with a ready-to-work team. ↳ Penetrated high-performing contractual recruiters in the HR team of a global tech company for disruptive hiring needs. ↳ Aligned Package Model for a startup with a low-cost hiring budget by offering pay-per-resume across positions. So, if you are: - an HR/Talent Acquisition Manager looking for a healthy recruitment strategy or just need a break from the traditional recruitment vendor -ish approach, or - a startup founder wanting to build a team but are short on budgets or lack an employer brand to attract the right talent, drop me a message or book a quick 15-minute call. Happy hiring! nitishmehta15@gmail.com

Stackforce AI infers this person is a Talent Acquisition Specialist with expertise in startup recruitment and HR management.

Location: Gurugram, Haryana, India

Experience: 12 yrs

Skills

End To End Recruitments
Employer Value Proposition
Talent Management
Service Delivery
Global Talent Acquisition
Talent Scouting
Project Management
Recruiting
Human Resources
Employee Engagement

Career Highlights

Expert in building exceptional teams for startups.
Achieved 90% offer acceptance rate in recruitment.
Implemented AI to enhance recruitment efficiency.

Work Experience

Symbiosis e-Serve Pvt Ltd

Startup Talent Partner (3 yrs 1 mo)

Service Delivery Manager - Talent Acquisition (3 yrs 1 mo)

UNIRE Business Solutions Pvt. Ltd.

Operations Manager (1 yr 8 mos)

PeopleStrong

Senior Manager (2 yrs 1 mo)

Assistant Manager Human Resources (1 yr 11 mos)

ConnectWithHono

Human Resources Manager (5 mos)

Aakash Educational Services Private Limited

Sr Executive -HR (9 mos)

Justdial

Sr Executive - HR (2 yrs 8 mos)

Carrefour

HR Executive (1 yr 1 mo)

Education

Master of Business Administration - MBA at Institute of Rural Management (IRM)

Bachelor of Business Administration - BBA at Apex Institute of Management & Science

at Ryan International School

Nitish Mehta

Co-Founder

Gurugram, Haryana, India12 yrs experience

Most Likely To SwitchAI Enabled

Key Highlights

Expert in building exceptional teams for startups.
Achieved 90% offer acceptance rate in recruitment.
Implemented AI to enhance recruitment efficiency.

Stackforce AI infers this person is a Talent Acquisition Specialist with expertise in startup recruitment and HR management.

Contact

Skills

Core Skills

End To End RecruitmentsEmployer Value PropositionTalent ManagementService DeliveryGlobal Talent AcquisitionTalent ScoutingProject ManagementRecruitingHuman ResourcesEmployee Engagement

Other Skills

AI for HRAccount ManagementAnalytical SkillsArtificial Intelligence (AI)Business Process ImprovementBusiness StrategyCandidate ExperienceCompensation ManagementContract RecruitmentCustomer SatisfactionDelivery ManagerEmployee RelationsEmployee Value PropositionEmployer BrandingGoal Setting

About

Experience

Symbiosis e-serve pvt ltd

2 roles

Startup Talent Partner

Feb 2023 – Present · 3 yrs 1 mo · Jaipur, Rajasthan, India · On-site

13 years in TA & I have concluded that STARTUP RECRUITMENT IS DIFFERENT.
What I mean is an employee is not just another replaceable asset in a startup.
He holds the power to make or break their growth.
Also, the founder-employee vision alignment is now IMPORTANT than ever.
Amidst, attracting RIGHT candidates is impossible with:
A weak employer brand
Inconsistent online reputation
Weak EVP
Poor candidate experience
Everyone wants to work with big names
High recruitment costs
Time-consuming hiring processes
Misaligned expectations
Design Process, a Singapore-based D2C Commerce Brand, was one of them too. They built a team that created havoc, resulting in high attrition rates.
Left with 3 employees, I picked up their recruitment.
Of course the traditional recruitment vendor model of "submit resumes and hope for the best," was not gonna work here.
As a Talent Partner, I did:
1. END-TO-END RECRUITMENT
structured sourcing strategies
thorough technical assessments
company-culture fit
offer negotiations and closing
2. EMPLOYER VALUE PROPOSITION
compelling narrative around growth opportunities
limelight company culture
clear career progression frameworks
3. ONLINE REPUTATION MANAGEMENT (ORM)
company presence that spoke for itself
job descriptions that told their story
highlight culture & growth
4. STAKEHOLDER MANAGEMENT
deep-understanding of founder vision
aligning founder on candidate expectations
communication flow for quick processes
5. CANDIDATE EXPERIENCE OPTIMIZATION
structured yet personal interview process
regular communication touchpoints
detailed role primers
SOPs for candidate handling
feedback system for rejections
Result:
team size from 3 to 20
90% offer acceptance rate
A well crafted EVP
3x increase in inbound applications
Reduced hiring decision time by 60%
positive candidate feedback
15 days TAT
85% retention rate
40% less per-hire cost
Structured hiring system

HR Department Start-upStartup DevelopmentStart-up ConsultingStartup MarketingRecruitment AdvertisingEmployee Value Proposition+5

Service Delivery Manager - Talent Acquisition

Feb 2023 – Present · 3 yrs 1 mo · Jaipur, Rajasthan, India · On-site

Managing a portfolio valued at 1.2 Crore, with a focus on achieving 25% year-on-year growth through targeted recruitment strategies and client expansion.
I LAUNCHED HERE:
↳ Integrated BOT Model (Build Operate Transfer) for an MNC wanting to expand in India with a ready-to-work team.
↳ Penetrated high-performing contractual recruiters in the HR team of a global tech company for disruptive hiring needs.
↳ Aligned Package Model for a startup with a low-cost hiring budget by offering pay-per-resume across positions.
KEY HIGHLIGHTS:
Grew the company from 7 to 25 clients within 1.5 years by exceptional client satisfaction with recruitment strategies.
Slashed TAT to 15 days.
Integrated AI company-wide to cut 30% of human-intensive tasks.
KEY ROLES I PLAY HERE:
driving and heading all headhunting and recruitment operations
end-to-end recruitment client acquisition
building strong client relationships
making strategic organizational decisions
portfolio management & optimized resource allocation
MY TEAM HAS BEEN MY ASSET HERE AND I TRAINED THEM FOR:
strategic talent acquisition with sourcing, attracting, and securing top talent through deep industry insights and personalized search strategies.
maximal client satisfaction through soft-skill trainings
fostered leadership qualities to face any challenge that came their way through frequent leadership trainings.
MY JOURNEY HERE ALSO INVOLVED:
market analysis and competitive insights to make informed investment decisions, mitigate risks, and maximize portfolio performance.
targeted strategies to expand the client base, increase revenue, and achieve consistent year-on-year growth in portfolio value.
leading recruitment teams to achieve operational efficiency and meet hiring targets, promoting a collaborative and high-performance culture.
streamlining recruitment and portfolio management processes to reduce costs, enhance efficiency, and improve overall outcomes.

Niche Talent AcquisitionGlobal Talent AcquisitionTalent ManagementTalent ScoutingTalent Pipelininghead hunting+9

Unire business solutions pvt. ltd.

Operations Manager

Feb 2023 – Oct 2024 · 1 yr 8 mos · Jaipur, Rajasthan, India · On-site

Managing a diverse portfolio worth ₹10 Crores, aligning investment strategies with organizational objectives, and making data-driven decisions for optimization.
KEY HIGHLIGHTS:
Data collection, analysis, and visualization for operational efficiency and reduce costs.
Grew team size from 90 to 200 within 1.5 years with strategic workforce planning, recruitment, and employer branding.
Optimized workplace culture and employee satisfaction by guiding HR teams.
Optimized client service deliveries and communication by guiding process heads.
Conducted 30+ leadership and upskilling workshops to foster a culture of growth.
KEY ROLES I PLAY HERE:
asset oversight and analysis
portfolio management and performance analysis
data-driven decision making
client relationship building and engagement
stakeholder collaboration
customer retention efforts
delivery management of daily operations
process optimization and enhancements
leading and mentoring teams
MY JOURNEY HAS ALSO INVOLVED:
managing large-scale portfolios with a focus on growth and risk management.
developing strategies that align with business objectives.
strong communication with the ability to convey complex information clearly.
identifying potential risks and developing mitigation strategies.
working closely with internal teams and external partners to enhance client satisfaction and service delivery.

Service DeliveryProject ManagementAnalytical SkillsOperations ManagementCustomer Satisfaction

Peoplestrong

2 roles

Senior Manager

Promoted

Jan 2021 – Feb 2023 · 2 yrs 1 mo · Gurugram, Haryana, India · On-site

As a Senior Talent Acquisition Manager I developed my expertise in AI/ML, Java, DevOps, Blockchain, and leadership hiring with a track record of managing over 200 offers in a month.
KEY HIGHLIGHTS:
↳ Awarded as the Best Leader in 2021.
↳ Managed a recruitment portfolio valued at ₹4 Crores.
↳ End-to-end recruitment cycle for Ingram Micro (Fortune 500 Company) and Quantiphi.
KEY ROLES I PLAYED HERE:
↳ Budget allocations while maximizing ROI.
↳ Collaborate with global resource directors, CHROs, and line/function heads/managers.
↳ Stakeholder management and collaboration
↳ Led a team of TLs, recruiters/senior recruiters, and managers.
↳ Metrics management with weekly and monthly reporting
↳ Strategic recruitment decisions
↳ Talent pipelining
↳ Employer value proposition
MY JOURNEY HERE ALSO INVOLVED:
↳ Providing functional leadership to ensure high-quality delivery in compliance with pre-agreed SLAs for talent acquisition functions and timelines.
↳ Introduced contemporary methods of hiring to achieve exceptional talent acquisition performance.
↳ Planned and allocated hiring responsibilities to team members, and guided and motivated them to achieve their quarterly targets.
↳ Built and strengthened market research, pipeline building activities, and proactive engagement strategies to ensure success in the talent acquisition function.
↳ Evaluate talent requirements, define critical roles, and finalize acquisition plans for sourcing potential talent.

Talent ScoutingRecruitingLeadershipDelivery ManagerStakeholder ManagementNiche Talent Acquisition

Assistant Manager Human Resources

Mar 2018 – Feb 2020 · 1 yr 11 mos · Delhi · On-site

As an RPO Manager, I led initiatives that optimize hiring efficiency, enhance candidate experience, and drive business success to deliver unparalleled talent acquisition solutions as a part of Recruitment Process Outsourcing (RPO).
KEY ROLES I PLAYED HERE:
↳ RPO Strategy Development: Design and implement comprehensive RPO strategies tailored to meet the unique needs of our clients, ensuring alignment with their business objectives and talent acquisition goals.
↳ Client Partnership: Serve as a trusted advisor to clients, understanding their recruitment challenges and providing customized solutions that deliver measurable results.
↳ Process Optimization: Streamline recruitment workflows, leveraging advanced technologies and best practices to enhance efficiency and reduce time-to-hire.
↳ Talent Sourcing and Acquisition: Lead the sourcing, screening, and selection of top talent across various industries, ensuring a diverse and high-quality candidate pool.
↳ Team Leadership: Manage and mentor a team of recruitment professionals, fostering a collaborative and high-performance culture.
↳ Performance Metrics and Reporting: Utilize data analytics to monitor recruitment performance, generate insights, and drive continuous improvement in service delivery.
↳ Candidate Experience: Enhance the candidate journey by implementing best-in-class practices that ensure a positive and engaging experience from application to onboarding.

Talent ScoutingProject ManagementNiche Talent Acquisition

Connectwithhono

Human Resources Manager

Feb 2020 – Jul 2020 · 5 mos · Gurgaon, Haryana · On-site

Managed the complete employee life cycle, from recruitment to retirement. With a focus on fostering a positive and productive work environment, I ensured seamless HR operations, enhanced employee engagement, and supported organizational growth.
KEY ROLES I PLAYED HERE:
↳ Recruitment and Onboarding: Led the recruitment process, from talent sourcing to onboarding, ensuring a smooth transition for new hires and setting the stage for their success.
↳ Employee Development: Implemented training and development programs to enhance employee skills, career progression, and overall performance.
↳ Performance Management: Managed performance appraisal systems, setting clear goals, providing constructive feedback, and facilitating career advancement opportunities.
↳ Employee Engagement: Developed and executed engagement initiatives to foster a positive workplace culture, improve employee satisfaction, and reduce turnover.
↳ Compensation and Benefits: Oversaw the design and administration of competitive compensation and benefits packages, aligning them with industry standards and employee expectations.
↳ Compliance and Policies: Ensured adherence to HR policies and legal requirements, maintaining a fair and compliant work environment.
↳ Employee Relations: Addressed employee concerns, facilitated conflict resolution, and promoted a culture of open communication and mutual respect.
↳ Offboarding and Retention: Managed the offboarding process, conducting exit interviews to gather feedback and identify areas for improvement, while also focusing on retention strategies to maintain top talent.