Jun 2025 – Present · 9 mos

• Leading corporate hiring initiatives to support internal talent needs across departments such as Delivery, Sales, Recruitment, HR, Finance, and Operations for a US-based staffing organization.
• Collaborating with executive leadership to understand workforce planning and build a strong internal talent pipeline aligned with business growth.
• Managing the full recruitment lifecycle for internal roles—from job requisition to onboarding—ensuring top-quality talent acquisition within defined timelines.
• Developing and executing recruitment strategies to attract high-caliber professionals through LinkedIn, Naukri, social media, employee referrals, and targeted campaigns.
• Screening, evaluating, and negotiating with candidates for niche and leadership roles across India and US offshore offices.
• Driving employer branding and talent marketing efforts to position the company as an employer of choice in the staffing industry.
• Tracking key hiring metrics (TAT, offer-to-join ratio, candidate experience, etc.) and presenting hiring dashboards to leadership.
• Building strong candidate experience frameworks and streamlining interview workflows through ATS systems like Job Diva.
• Leading a team of recruiters and providing strategic direction, coaching, and performance management to meet organizational hiring goals.
• Implementing innovative talent acquisition practices, including campus hiring, diversity hiring, and leadership pipelining for future-readiness.

Jul 2022 – May 2025 · 2 yrs 10 mos

• 1. Develop and implement effective talent acquisition strategies: This involves working with senior management to identify recruitment needs and priorities and designing strategies that will quickly and cost-effectively attract the right talent.
• 2. Design and implement effective recruitment processes: This involves designing recruiting scripts, designing recruitment processes, designing an application process, and creating other processes necessary to identify, attract, and evaluate the right talent.
• 3. Source, attract, and convert talent: This involves engaging in practices to source talent that fit with the company’s desired culture and work styles, as well as using tactics to attract high-level talent from both internal and external sources.
• 4. Build and maintain relationships with recruitment partners: This includes developing, managing, and building relationships with external recruitment partners, such as staffing agencies and other strategic recruitment sources.
• 5. Carry out recruitment assessments and screening: This includes conducting face-to-face interviews, phone screens, and pre-employment tests to evaluate and assess the best candidates for specific roles.
• 6. Collaborate with hiring managers: This involves working closely with department heads and other hiring managers to identify their talent needs and ensure they are looking for the right type of candidates with the right qualifications and knowledge.
• 7. Monitor progress of talent acquisition process: This involves keeping track of progress throughout the recruitment process and regularly providing feedback to stakeholders to ensure successful outcomes.
• 8. Manage and negotiate budgets and recruiters: This involves effectively managing budgets, monitoring and controlling costs, and making decisions with regard to recruitment channels, headcounts, and the number of recruiters to ensure that the talent acquisition process is running optimally.

May 2021 – Jul 2022 · 1 yr 2 mos

• Responsible for all human resources functions including recruitment, hiring, training, on-boarding and employee relations.
• Interacting with Client, Gathering, and Analysis of requirement for client.
• Responsible for handling the Complete Recruitment Life Cycle- Sourcing, Shortlisting Profiles, Candidate Tracking, initial round of Interviews and Follow-ups till joining.
• Worked on Talent Management to attract right talent, engage and retain them to get maximum performance.
• Doing co-ordination with team/consultant in regards to making offer or till relieving.
• Searching and sourcing the CV’s from various job portals like Naukri, Monster, etc.
• Screening resumes on the basis of job description.
• Arranging telephonic/Skype/F2F interview of short listed candidates from client.
• Screening all potential new applicants for In-person or Telephonic Interview.
• Preparing telephonic interview sheets/submission while taking telephonic round from the candidate.
• Co-ordination with Technical panel for detailed requirements and collect the feedback.
• Handling HR interview in order to judge the candidate's suitability, Attitude, Academic & professional qualification, experience, communication skills, etc.
• Responsible for interviewing, hiring decisions, candidate Salary negotiation, offers and declines.
• Proficient in team handling & managing 13 TA members. Trained new team members and helped them to understand skills.
• Maintaining strong relationship with clients to understand the Hiring Needs, Technical specifications and search requirements across the business units.
• Responsible for client account development and relationship management.
• Sourcing through the Job Portals, existing database, social networking sites, contacts and referrals.
• Interviewing the sourced candidates and assessing them for the requirement at screening level.
• Screening & short-listing of CV’s, Interview Scheduling and all follow up actions thereafter till position gets closed.

Oct 2020 – May 2021 · 7 mos

Jan 2018 – Oct 2020 · 2 yrs 9 mos

•  End to end recruitment: Sourcing, Staffing, scoping, and on boarding candidates
•  Screening: short listing candidates sourced through portal (Naukri, Monster, Times jobs and LinkedIn) and validating them on their experience and interest on the role.
• Lateral Hiring: Identifying right candidates with required Skill set and experience and make sure that it should match with the requirement as per the job description.
•  Conducting HR round for the selected candidates and negotiating salaries on company standards.
• Handling new hire on boarding process including collecting and processing new hire paperwork
•  Maintaining database related to positions.
• Talent Acquisition activities for lateral and leadership positions-
• Head Hunting, Poaching, End to End Recruitment, Maintaining Data-bank, Liaoning with institutes for Campus Recruitments, colleges, consultants. Maintaining TAT (Turn - Around Times)
• Source, screen, evaluate and select candidates through a structured recruitment process. Inform applicants of job duties and responsibilities, compensation and benefits, work schedules and working conditions, company policies, promotional opportunities and other related information.
• Develop hiring strategies and outreach programs that will enables to fill critical roles and identify key hiring sources that will result in a good pipeline.
• CTC offer preparation (Compensation benchmarking, internal salary comparator), Post Offer follow-up to increase offer to joining ratio.
• Back Ground Check for offered candidates
• Coordinate with over 40 Colleges/Institutes for Campus placements, giving campus presentation to the students, conducting group discussion and personal interview.
• Drafted Employee Engagement & Communication Policy and calendar.
• Reviewed and framed new Probation Review Form, Reward & Recognition Policy