Apr 2022 – Dec 2022 · 8 mos · India

• Deliverables-
• C-Suite closings, fast: Stepped in, mapped the market, and closed critical C-Suite roles within my first six months- proof that coffee + competitive intel > endless shortlists. I joined, rolled up my sleeves, and helped fill critical C-Suite roles in six months. Fewer interviews, more offer letters. Coffee helped!!
• Talent Intelligence engine: Built role scorecards, market maps, and compensation benchmarks; ran supply-sufficiency heatmaps by city (Bengaluru & Ahmedabad); and used signal-based sourcing to prioritize high-conversion talent- so our outreach felt like a warm intro, not a cold call. I checked who’s out there, what they’re paid, and who’s likely to say yes- so we chased the right people, not just more people.
• Campus hiring 0→1 reboot: Designed a lean campus playbook (target lists, evaluation rubrics, and day-zero ops) and partnered with TPOs to boost footfall and offer acceptance—less “placement drive,” more “placement glide.” Built a simple, clear plan for colleges- who to visit, how to assess, and how to run the day without chaos. More students showed up, and more said “yes.”
• Stakeholder alignment: Turned leadership wish lists into reality checks using data (pipeline velocity, time-to-slate, and acceptance risk flags). Fewer surprises, more hires, happier C-level. Here’s what’s possible, here’s the timeline”- so decisions were quick and drama stayed low.
• Employer brand lift: Tightened our narrative on “why Lendingkart,” spotlighting impact, learning curve, and scale- because top talent prefers missions over mystery.

May 2018 – Dec 2021 · 3 yrs 7 mos · India

• With DigiValet Inc., I have been recognized for closing the critical mid-level key technical positions in the first quarter of the joining, hiring of 100+ entry-level technical professionals from various premium engineering colleges, PAN India. I also restructured the India Technology Innovation Center in 9 months, optimized consultant hiring costs by defining and implementing the cost avoidance strategy. I have been acknowledged by Engineering Colleges for contributing towards Employability enhancement initiatives
• Developing pipeline/funnel of candidates by sourcing the candidates over various channels like a referral, college alumni network, career website, job boards, LinkedIn, Facebook, GitHub, Stack overflow, Telegram, and What’s app groups
• Setting up various recruiting processes like demand forecasting & management, sourcing strategy, negotiations, vendor management, candidate engagement processes, refinement of evaluation criteria, and definition of service level metrics, etc
• Analyzing the data to identify trends and recommending solutions to improve sourcing, retention, candidate experience, and optimizing resource management
• Enhancing organizational brand awareness by representing the employer at various HR conclaves, summits, and conferences

Aug 2017 – May 2018 · 9 mos · India

• During this tenure, I functioned as a Strategic Talent Advisor for Campus & Leadership Technical Positions aimed at enhancing team productivity, I interacted with the organizations for Campus & Leadership hiring for Technical, Business Development & Sales domain, Bridge Assessment Programs, Insight Session Series. I also rendered talent advice to organizations including start-ups, products/ non-IT large & mid-sized corporations, and academic institutions
• Selective accomplishments of this role include:
• Conducted Data Scientist, Data Engineers, and IT Sales professionals hiring for a US Based leading data analytics organization

Jun 2016 – May 2017 · 11 mos · Hong Kong SAR

• My major highlights in this organisation include:
• Reduced the joining time from 109 – 120 days to 47 – 60 days and lead time to hire from 45 days to 25 days
• Acquired cost savings of INR 7 Lakhs by realigning processes and optimizing resource utilization
• Restructured the product, engineering and sales team of 20+ across the APAC region within 75 days
• Set up and mentored a team of 3 agencies for technical hiring by introducing new vendor capability building programs

May 2015 – Apr 2016 · 11 mos · Indore/ Chennai

• Key career highlights:
• Recruited 400+ candidates through Pan India engineering campuses within 120 days (Non-IT hiring) and increased offer to joining ratio by 35% as against 2015
• Enhanced the referral hires by 37% by restructuring the referrals hire policy
• Acknowledged for reducing cost per hire by 20% and joining time by 29 days and attrition by 3% - 4% by implementing effective process improvement initiatives
• Spearheaded the HR Shared Service Center teams and rendered strategic vision to promote efficiencies in process and provide effective HR systems

Aug 2007 – May 2015 · 7 yrs 9 mos · India

• Career Graph:
• Manager HR, Aug 2012 – May 2015
• Assistant Manager, Feb 2009 – Jul 2012
• HR Executive, Aug 2007 – Jan 2009
• Key career highlights:
• Interacted with all the leading Institutes PAN India namely IIT Mumbai, IIT Chennai, IIT Kanpur, IIT Delhi, Delhi College of Engineering, IIIT (Hyderabad & Allahabad), Banaras Hindu University-Varanasi, and others for sourcing candidates
• Accredited with #1 position at Amity CSR Conclave 2012 – 2013 for forming employee engagement club named “Ppals” & CSR Club “Genesis”. Appreciated by the CEO for conducting PB Connect
• Increased offer to joining ratio by 85% for software consulting roles and received a Joining Ratio of 70% within the division through candidate engagement tracker system
• Developed a road map for the Management development programs in association with IIM Indore & other prominent institutions

Jan 2007 – Aug 2007 · 7 mos · New Jersey

• Responsible for techincal hiring, among the top ranking for hires in 2007 through dedicated recruitment and retention efforts.