Anamika V.

Recruiter

India5 yrs 3 mos experience

Most Likely To SwitchHighly Stable

Key Highlights

Over 4 years of experience in full lifecycle recruitment.
Expert in developing sourcing strategies for IT recruitment.
Proven track record in enhancing candidate experience.

Stackforce AI infers this person is a Technical Recruiter specializing in IT recruitment and talent acquisition.

Contact

Skills

Core Skills

Technical RecruitingTalent AcquisitionSourcing

Other Skills

Recruitment-to-RecruitmentInternal RecruitmentApplicant Tracking SystemsContract RecruitmentRecruitmentTeamworkInterpersonal SkillsNegotiationSalesTrainingInternet RecruitingTraining and Development (HR)Staffing ServicesScreeningRecruiting

About

I'm an innovative Talent Aquisition Speaclist with 4+ years of work experience managing full lifecycle recruitment process from sourcing candidates to Onboarding #IT recruitment # Negotiation #Sourcing#Technical Recruiter #Talent Acquisition Specialist

Experience

5 yrs 3 mos

Total Experience

1 yr 5 mos

Average Tenure

3 yrs 1 mo

Current Experience

Apptad

Senior Technical Recruiter

Dec 2025 – Present · 6 mos · India · Hybrid

Recruitment-to-RecruitmentInternal RecruitmentTechnical RecruitingTalent Acquisition

Ncs group

Talent Acquisition Specialist

May 2023 – Present · 3 yrs 1 mo · Noida, Uttar Pradesh, India

Develop and implement sourcing strategies to attract candidates through various channels such as job boards, social media, networking events, and employee referrals.
Identifying future hiring needs.
Experience in Permanent & C2H.
Screen resumes, conduct initial interviews, and assess candidates for technical fit.
Collaborating with hiring managers/clients to understand their hiring needs, create job descriptions, and develop recruitment strategies to fulfill them.
Ensure a positive candidate experience by providing timely updates, feedback, and maintaining strong communication throughout the hiring process.
Manage and schedule candidate interviews, assessments, and feedback sessions.
Measure conversion rate including no. of passive candidate s who turn into applicant, get invited yo interview, get offers, & get hired.
Ensure a smooth transition for new employees into the organization..
Track and report key metrics, including time to hire, source of hire, and candidate quality.
Proactively build a pipeline of talent for current and future positions.