Nov 2024 – Jun 2025 · 7 mos · Bengaluru, Karnataka, India · Hybrid

• Joined Loco to lead the TA team and scale the engineering team by 3x and solve hiring challenges for Product, Design and other supporting corporate teams. I built a scalable recruiting process and resolved team performance gaps by implementing mentorship and data-driven process improvements.
• Drove Hyper-Growth & Scalability: Scaled the Engineering team by 183% (growing from 60 to 170 employees) within 6 months by designing and leading the full-cycle recruitment strategy.
• Optimized Performance Through a data-driven approach : Reduced Time-to-Hire by achieving a 40% reduction in time-to-hire and cutting overall recruitment turnaround time by 45% through data-driven talent analytics and streamlined processes.
• Analysed key recruiting metric : Boosted offer acceptance rate by 60% and talent quality by raising the offer-to-join ratio by 55% (via a post-offer playbook) and elevating overall hire quality by 45% through structured hiring frameworks.
• Hiring cost Efficiency & multichannel sourcing: Delivered 40% cost savings by strategically negotiating new recruitment vendor contracts and leveraging efficient, multichannel sourcing strategies (LinkedIn, Instahyre, referrals) to maintain a steep, high-quality talent pipeline.
• Elevated Team Productivity: Managed and mentored a team of 4 TA professionals, implemented daily performance metrics and embedding data-driven recruitment KPIs to optimize conversion rates by 30% and ensure alignment with business growth objectives.

Oct 2023 – Oct 2024 · 1 yr · Bangalore Urban, Karnataka, India

• Starting an entrepreneurial journey with a cloud kitchen has taught me the importance of adaptability and innovation in a rapidly changing market. As I navigate this exciting journey, I continually seek new ways to enhance the customer experience and streamline operations.
• However, we had to pause our brand due to several unplanned challenges, including high rental costs for a suitable delivery radius, the expense of retaining kitchen staff, competition from multiple brands, and the need to maintain consistent food quality to meet customer expectations, all of which affect customer retention..
• The market is saturated with multiple virtual brands and digital marketing efforts for brand visibility have made it increasingly difficult for us to stand out. As we regroup and strategise, our focus will shift towards innovative partnerships, and leveraging technology to create a unique value proposition will add up to additional investment costs with minimal profit margin, which was limiting our scalability model.

Oct 2022 – Sep 2023 · 11 mos · Bengaluru, Karnataka, India · Hybrid

• At Revel, we unlock scale and impact beyond standard solutions with a user-centric platform. Infogain and Revel build human-centred experiences led by data and insights that enable businesses to get ahead and create lasting value.
• Strategic Talent Acquisition & Process Innovation
• Spearheaded the build-out of high-performance teams for Product Innovation and Design Lab, securing highly skilled Product Managers and UI/UX Product Lead Designers.
• Drove diversity hiring initiatives, resulting in 30% of all new hires consistently meeting diversity targets.
• Accelerated organizational growth by strategically hiring niche Product Managers and UI/UX Designers within two quarters.
• Pioneered a low-cost, experimental hiring channel for UI/UX interns, partnering with certification schools and training institutes to build a robust talent pipeline.
• Conceived and launched a pre-hiring case study challenge for Product and Design candidates, effectively shortening the interview turnaround time by 50% and improving talent suitability assessment.
• Compensation, Culture, and Retention
• Collaborated with the Compensation Benchmarking team to restructure offer packages, integrating attractive retention and sign-on bonuses to secure top talent.
• Partnered with US counterparts to build a new team from the ground up, successfully replicating dynamic cultural elements and ensuring a strong talent/culture fit.
• Implemented a structured one-on-one employee connect program for periodic pulse checks, improving employee morale and providing actionable insights to reporting managers for retention.
• Developed and executed creative recruitment and retention strategies, successfully identifying niche talent and managing the talent budget, including establishing a reserved retention budget.
• Engage with C-level leaders to foster a high-performance culture by sharing best practices for candidate screening, interviewing, & delivering a positive, consistent candidate experience.

Oct 2021 – Oct 2022 · 1 yr · Bangalore Urban, Karnataka, India · Hybrid

• Recruited to resolve systemic talent bottlenecks and restore stakeholder confidence by engineering structured hiring governance and standardised technical assessment workflows.
• Delivered 350+ hires within a 3-month hyper-growth sprint for expansion initiatives, meeting aggressive business timelines without compromising quality.
• Led hiring charters for business-critical PODs (User Growth, Monetisation, CEO Office), successfully scaling Product and Analytics functions from PM II to Group PM.
• Architected leadership pipelines for Strategy and Growth functions by sourcing elite talent from top-tier firms including McKinsey, Bain, and BCG.
• Mapped talent density against competitors (Flipkart, Amazon, Zepto) to benchmark and capture top-tier engineering talent.
• Optimized the sourcing strategy using Market Mapping, reducing the Time-to-Fill for niche Data & business analyst roles from 30 to 12 days.
• Standardized technical assessment workflows via HackerRank/Codility, improving the Interview-to-Offer ratio by 15% and reducing agency dependency to <33%.
• Restored stakeholder confidence by implementing structured hiring governance, weekly pipeline reviews, architecting a data-backed recruiting strategy that met critical project deadlines.
• Engineered post-offer engagement programs that increased the offer-to-join ratio to 70–80% through structured communication, relationship-building, and engagement initiatives.
• Improved the Offer Acceptance Ratio (OAR) by 22% through strategic and structured compensation negotiations.
• Elevated Candidate NPS by 30% by streamlining interview loops and delivering a premium, feedback-oriented candidate experience.
• Built proactive passive talent databases for critical functions, significantly reducing future hiring risk and accelerating leadership recruitment.
• Coached a team of 6 recruiters, driving high-performance through KPI tracking, SLAs, and daily operations.

Apr 2020 – Oct 2021 · 1 yr 6 mos

• Key responsibilities:
• Led end-to-end recruitment: Manage the entire hiring lifecycle, from crafting compelling job descriptions to negotiating offers and facilitating the onboarding process.
• Empower hiring managers: Coach and mentor internal teams, sharing best practices for candidate screening, interviewing, and providing a positive candidate experience.
• Drive data-driven decisions: Track and analyze key recruitment metrics (e.g., time-to-hire, source of hire) to provide actionable insights and demonstrate the ROI of your services.
• Designed and published Employee handbook & functional onboarding training & video modules for cross-functional training for recruits & existing teams.
• Strategically drove operational excellence through modernizing hiring process and tracking talent acquisition metrics, thereby increasing the ROI and productivity and reducing the overall recruitment cost without compromising on quality or time.

Apr 2018 – Apr 2020 · 2 yrs

• Strategically drove operational excellence, SLAs, and talent acquisition KPIs, boosting ROI, productivity, and lowering total recruiting costs while maintaining quality and timeliness.
• Developed recruiting strategies (diversity recruitment, career mobility, employee referral programs, and other talent acquisition goals), assessed market talent movement and demand, and ensured that talent requirements were met through successful build versus buy activities.
• Managed a portfolio of over 30 external recruiting vendors, and reduced the average cost per hire by 40% through strategic contract negotiations with Flat Rate Card /Per placement cost and introduced incentivised placement fee to drive speed and focus to our talent search pool of candidates for a few key staffing agencies.
• Connect regularly with key staffing agencies to maintain strategic partnerships to build a high-volume talent pipeline for critical and ongoing operations roles.

Jul 2017 – Apr 2018 · 9 mos

• Established a comprehensive recruitment cycle at Swiggy, enhancing hiring efficiency, and restructured the recruitment workflow, leading to a more streamlined onboarding experience.
• Developed and implemented the 5R's Recruitment model, which aimed to improve the assessment of candidate quality and gain expertise in high-volume hiring to grow the CX team by 10x count.
• Collaborated with business leaders to match hiring strategies with growth targets introducing multi-channel sourcing channels and prioritising employee banding and the employee referral program in-house.
• Introduced new recruitment vendors, negotiated contracts that reduced the hiring costs by 40% while maintaining a talent pipeline of high-quality candidates

Jan 2016 – Mar 2017 · 1 yr 2 mos · Bangalore

• Recruited to engineer full-cycle hiring engines to scale elite Engineering, Product, and Corporate teams, orchestrating executive search strategies for C-suite and VP-level mandates to bridge the gap between aggressive P&L targets and GTM timelines.
• Spearheaded executive search mandates for high-stakes leadership roles (CFO, VP, Director), leveraging compensation benchmarking and market mapping to align headcount growth with P&L and global expansion targets.
• Directed a cross-functional 6-member recruitment team, architecting full-cycle delivery across Engineering, Design, and Corporate functions to meet aggressive hiring velocity goals.
• Partnered with business heads on data-driven workforce planning, utilizing competitive market analysis to design incentive programs and pay structures that increased offer-to-join ratios and optimized cost-per-hire.
• Delivered end-to-end hiring for elite Engineering and Product Design teams (Backend, Cloud, UI/UX), utilizing deep-web sourcing and multi-channel technical community engagement to build robust pipelines of niche talent.
• Pioneered campus recruitment programs at Tier-1 institutes (IITs, NITs, BITS), establishing a sustainable "Early Talent" funnel for high-demand engineering cohorts.
• Collaborated with stakeholders to re-engineer job definitions and interview rubrics, improving role clarity and talent attraction through optimized JD frameworks.
• Designed employee onboarding frameworks, handbooks, and interview training modules, improving new hire integration and cross-functional readiness.

Jan 2014 – Jan 2016 · 2 yrs · Bangalore, India · On-site

• Hired to execute a 10x talent expansion strategy, building a Contract workforce of 2,000+ within a year while managing a national RPO and vendor ecosystem across complex logistics and supply chain verticals.
• Led large-scale Talent Acquisition strategy for logistics expansion, scaling teams 10× across West & Central India and building a workforce of 2,000+ within one year.
• Designed and optimized RPO and national vendor ecosystem, improving partner performance, ensuring SLA adherence, and enabling scalable regional hiring.
• Partnered with business leaders and HRBPs on workforce planning and headcount strategy, aligning hiring with P&L goals and expansion roadmaps.
• Developed recruitment dashboards and reporting frameworks, providing real-time insights on funnel health, hiring velocity, and decision-making.
• Engineered multi-channel sourcing strategies across job boards, social platforms, communities, and niche talent pools (including Defence veterans).
• Leveraged competitor talent mapping and sourcing analytics, improving conversion ratios by 60% and reduced time-to-hire by 35% by maintaining high hiring quality standards.
• Led hiring for Fulfillment Centers, and last-mile delivery teams, enabling new hub launches in Tier 2 & 3 cities.
• Led hiring for new business initiatives and complex sourcing for project-based managers in innovative verticals like AmazonNow (Grocery) and Amazon Store pick-up.
• Led and mentored a hybrid team of 4 Junior recruiters and 4 RPO Implants, driving end-to-end hiring delivery, operational efficiency, and stakeholder engagement.
• Led diversity-focused engineering hiring initiatives, improving representation across SDE hiring pipelines through targeted sourcing and community engagement through GitHub, Stack Overflow, and LinkedIn Recruiter.
• Partnered with hiring managers and bar-raisers to calibrate candidate quality, ensuring hiring decisions aligned with Amazon leadership principles and technical bar.

Jan 2011 – Aug 2013 · 2 yrs 7 mos · Bangalore · On-site

• Recruited to lead end-to-end RPO delivery for global giants (Ericsson, Vodafone,Walmart, Target) and high-growth startups (Flipkart, Snapdeal and similar organisation)
• Delivered end-to-end Talent Acquisition for global enterprise clients, including Target, Volvo IT, Walmart, Ericsson, Vodafone, and Standard Chartered Bank.
• Led hiring delivery for RPO engagements across telecom and technology sectors, partnering with corporate SPOCs to align hiring strategy with client workforce needs.
• Achieved 80% offer-to-join ratio, driving strong candidate engagement and consistent hiring outcomes across client accounts.
• Generated ₹68M+ revenue through RPO accounts and ₹40M through mid-to-senior level closures, contributing significantly to business growth.
• Managed key client relationships, providing regular hiring insights, pipeline updates, and delivery tracking to ensure stakeholder satisfaction and repeat business.

Jan 2006 – Jan 2008 · 2 yrs · Bangalore · On-site

• Deputed to Infosys, Bangalore for handling campus recruiting and to handle positive onboarding experience.
• Designed and executed campus hiring strategy across Tier-1 and Tier-2 engineering institutes, building strong early talent pipelines for internships and entry-level roles
• Built structured early careers programs, hiring from Day 0–Day 3 campuses, ensuring access to top-tier engineering talent.
• Led end-to-end campus recruitment programs across multiple business units, ensuring seamless execution and alignment with workforce plans.
• Mentored and coached junior recruiters on campus hiring best practices, candidate assessment frameworks, and interview readiness.
• Partnered with HRBPs and business leaders to align campus hiring with workforce strategy while ensuring compliance with organizational policies.

Jun 2004 – Jul 2006 · 2 yrs 1 mo · Bangalore

• Driven Pre-assessment recruiting process for scheduled and walk-in applicants at clients or off-site location
• Conducted Pre-screening interviews and initiated background verification for all major IT Firms ( Like HP,CGI, Logica and more similar firms)