Nov 2017 – May 2021 · 3 yrs 6 mos · Gurgaon, Haryana, India

• Managing the entire lifecycle of in-house recruitment process including sourcing, short listing, pre-screening, qualifying, negotiating, scheduling interviews, extending job offers, and closing candidates.
• Account POC for all hiring related queries and processes for Java hiring needs.
• Interacting with stakeholders across location to understand their requirements/ requisitions raised by them to strategize hiring activities.
• Overall responsibility of man power planning and recruitments, creating dash for the most strategic client Morgan Stanley, Wells Fargo, Goldman Sachs conducting weekly calls with the stakeholders to share the hiring updates and discuss the issues and hiring trends.
• Actively responsible for doing Mapping and research to study the current compensation and hiring trends in the market.
• Hired manpower through different sources like Monster, Naukri and social media (LinkedIn, Facebook), job posting, recruitment drives and employee referrals, agencies, based on business functions, need and forecast.
• Analyse current manpower against the budgeted manpower and submission of the analysis to Manager – Recruitment.
• Coordinating with interviewers in scheduling interviews and taking feedback regarding candidates.
• Salary positioning, offer negotiation & timely closure of positions with line manager & candidates.
• Managing effective and smooth on boarding of new hires in coordination with HR Active team as per defined process to ensure their acclimatization to the organization for better engagement and stability.
• Vendor Management: maintain professional relationship, vendor performance review, billing, communicate various operational policies, guideline and feedback.
• Working knowledge of and solid experience in technology hiring, ATS (Taleo), and selection techniques.
• Training & mentoring new hires in the team about different processes & skill-sets.
• Introduced innovate strategies to hire from premier institutes in India.

May 2017 – Nov 2017 · 6 mos · Gurgaon, Haryana, India

• Major activities involve end to end Recruitment, Strategizing & planning, Skill & Competitor Mapping, Process improvements, Vendor management, setting recruitment SLA's, Monitoring Cost Per Hire & TAT's for cost effective and timely hiring, Team Management, Compensation negotiations, Channel recruitment, MIS Reports, Training Recruiters, Lateral Hiring, Customer centric, Tool management, Attrition control, etc. Using talent management software People Fluent and Workday software.
• Aligning with core goals both short term and long term and developing recruitment plans with predictability
• Discuss with senior business leaders and build headcount projection plans (including annualized average attrition numbers. Build sourcing strategy, workforce planning, Campus hire planning and set hiring SLA's. Set right expectations with business.
• Market Intelligence & Social Media based Hiring
• Categorize regular and niche skill buckets and map them based on pool availability (geographic spread, skill, competitor etc.)
• Provide statistical analysis (Sectorial analysis, Functional area analysis, Geographic based cluster analysis, work experience, skill based analysis and market trends)
• Driving process improvement, strategize and ensuring cost per hire is in control and maximize customer satisfaction. Refining process with committed SLA's resulting in effective recruitment by having check points at various levels and using statistical methods to measure recruitment effectiveness.
• Building and maintaining healthy / cordial business relations with stake holders /hiring managers, management, HR Partners and external vendors; managing operations to ensure efficiency and increased customer satisfaction
• Forecast and plan with business on hiring needs and plan for hiring budgets and (Mass drives, outstation drives, vendor usage, Job portals, campus travel, contingent/ contract work force, etc.

Feb 2016 – May 2017 · 1 yr 3 mos · Gurgaon, India

• Understand the business requirements and design recruiting /sourcing strategy to best meet business goals.
• Handling the recruitment of various practices in Sapient Global Markets.
• Closely working with Business Leads & clients to gather and define the requirements.
• Recruiting for high level technology and domain specific roles including sourcing, screening and closing on CTC, benefits and designations and on-boarding.
• In case of hiring of niche skills taking initiative to source/search quality consultants through intensive research, direct contact, referencing.
• Training & mentoring new hires in the team about different processes & skill sets.
• Introduced innovate strategies to hire from premier institutes in India.
• Identified campuses to implement branding strategies at Tech campuses.
• Spear-headed and implemented projects to hire top talent through internship programs.
• Part of “Market Intel gathering” initiative with new hires.
• “Keep Warm” engagement activities with potential joiners.

Jun 2014 – Jan 2016 · 1 yr 7 mos · New Delhi Area, India

• Individually handling end-to-end recruitment for the set target which entails.
• Involved in entire gamut of Recruitment Life Cycle like Requirements Gathering, Sourcing of Profiles, Screening, Short listing, Scheduling Interviews, Interaction with Client and Candidates, follow-ups and closures.
• Interacting with the clients on a regular basis to understand the requirements.
• Creating daily reports for individual performances and helping the associates to carry their monthly performance reviews.
• Imparted training to the recruiters with the entire life cycle of recruitment.
• Sourcing of candidates for majorly in IT & Non IT segment through diverse channels such as - Job portals, Data bank, Employee reference, Head hunting.
• Posting and sourcing various job requirements and profiles in different job portals like Naukri, Monster India, and Times Jobs etc.
• To identify the companies where the skills are available, headhunt candidates from these companies.
• Interaction with Clients on a day-to-day basis to keep track of current requirements.
• Short-listing after preliminary screening of candidates through personal/ telephonic interview and coordinate with the technical panel for the final evaluation.
• Interview Follow-ups with the clients, interview co-ordination and scheduling the short listed candidates.
• Regular follow-up with the candidates with respect to offers and addressing their concerns (salary, relocation, joining date) and keeping the clients in the loop.
• Able to handle recruitment activities alone, learned to prepare and maintain database for an organization.