Apr 2022 – Sep 2022 · 5 mos

• Manage the full life cycle recruiting process from screening, scheduling interviews, soliciting feedback, and communicating status to candidates
• Build a diverse pipeline of candidates using creative sourcing channels
• Work closely with the People Team to pull accurate reports and create documentation for a positive candidate experience. Maintain data integrity and reporting metrics
• Collaborate with teams to deeply understand their hiring needs
• Build processes that will help the recruitment team scale for the future of our company
• Managing the delivery of the project according to plans
• Track project progress through project management software such as Asana, JIRA, Confluence, and Google suite
• Maintain written and verbal communication with internal and external customers throughout the project lifecycle

Sep 2021 – Apr 2022 · 7 mos

• Supporting 2K's newest organic AAA game development studio both in the Bay Area and Valencia.
• Established in 2019, 31st Union is a San Francisco Bay Area studio formed with a common purpose of crafting highly engaging entertainment and a commitment to putting fans first. We are an association of game makers driven by a passion for our art and inspired by a culture of inclusivity to build games that thrill players everywhere. We cherish our studio independence and autonomy and value the collaborative support and incredible perks of Take-Two Interactive, one of the world’s leading interactive entertainment companies.
• Please check out our career page for all open positions : https://boards.greenhouse.io/31stunion

Sep 2019 – Apr 2020 · 7 mos · Greater Chicago Area

• sha.ahmed@nielsen.com
• Focus on hiring Data Engineer/Developer to build an analytics framework
• Started a meet-up group in Florida with 100+ members and passively engage them
• Helped start social media engagement for Media
• Sourcing for Java, Scala, Spark, AWS, Kafka, Devops, Python and QA Automation Engineer
• Work closely with the hiring manager to understand the requirements and leverage market data to educate them
• Constantly working on evolving sourcing strategies to attract passive talent

Mar 2019 – Sep 2019 · 6 mos

• Supporting Operations, Game (Fortnite) and Unreal Engine 4

Jun 2017 – Mar 2019 · 1 yr 9 mos

• Leading and managing a team of talent sourcers
• Using everything from internet search tools to meetup attendance to discover and engage the best-of-the-best across cor-porate functions, including Finance, Sales, Marketing, Legal, Risk, Human Resources, Analytics, Mobile and Opera-tions.
• Working closely with recruiters and hiring managers to deeply understand the requirements of the role, the function and how it fits into the organization.
• Strategize different ways to build talent pipelines and execute on tactical research, referral generation, events, and sourcing campaigns.
• Find, engage and activate passive candidates through the use of Boolean, LinkedIn and alternative search techniques such as Entelo, Hiretual, and Lusha.
• Regularly track pipeline activity to share with internal stakeholders and show progress on ROI.
• Engage passive talent as their first point of contact with Blizzard; inspire them with a passion for our business and cul-ture; convince them to continue the conversation with our hiring teams.
• Working with the C-suite on Executive recruiting and presenting them with data sets and trends.
• Partnering with the CFO, COO, CHO for confidential searches.
• Building a best in talent market program to develop a succession planning program for the executive leadership.
• Leading D&I strategy for sourcing for women in leadership.
• Building talent toolkits to help fellow recruiter and sourcers.

Aug 2016 – Mar 2019 · 2 yrs 7 mos

• sahmed@blizzard.com
• Using everything from internet search tools to meetup attendance to discover and engage the best-of-the-best across corporate functions, including Finance, Sales, Marketing, Legal, Risk, Human Resources, Analytics, Mobile and Operations.
• Engage passive talent as their first point of contact with Blizzard; inspire them with passion for our business and culture; convince them to continue the conversation with our hiring teams.
• Regularly track pipeline activity to share with internal stakeholders and show progress on ROI.

Aug 2015 – Aug 2016 · 1 yr · Greater Chicago Area

• ext-sha.ahmed@here.com
• Developed Talent Strategy and Recruitment function to achieve business goals
• Influences business partners to ensure talent and culture are drivers in all business decisions
• Evaluate the current recruitment process and identify ways to build upon, improve, and streamline the candidate and inter-nal experience.
• Partner with business leaders on recruitment strategy, helping hiring managers find the right talent, at the right time, for the right role
• Sourcing potential candidates through networking, social network sites, internet research, job fairs, and employee referral pro-grams
• Partnering with departments (Finance, Legal, Operations, Sales, IT) to drive the recruiting process through on-boarding
• Contribute to the college recruiting process, which consists of qualifying candidates at the on-campus career fair, and conduct follow-up onsite interviews.

Jan 2015 – Aug 2015 · 7 mos

• shahnawaz.ahmed@abbvie.com
• Attracting and engaging candidates through various social media tools, networking, job boards, cold-calling.
• Accountable for outstanding customer service to all external and internal customers.
• Prescreen all applicable candidates, then recommend candidates to hiring manager based on detailed requirements of position and competencies; provide manager with reasoning for advancing candidate.
• Cultivate strong relationships with hiring managers, and continually provided excellent client-service and staffing expertise.

Apr 2014 – Jan 2015 · 9 mos

• sahmed@merkleinc.com
• Worked directly with internal managers, under strict time lines to ensure project team head counts were met.
• Recruited and interviewed Statisticians, Analytics managers, Digital Analyst, Web Analytics Directors, Senior Analysts, Digital Ana-lytics, SVP, Director, Performance Analytics.
• Managed recruitment activities which led to lower turnover.
• Developed strategies, and utilize a variety of creative non-fee based sourcing including but not limited to, networking, social media, job boards, college career sites, niche career web sites, industry events, and employee referrals to identify and re-cruit talented candidates.
• Created and Maintained candidate flow using Applicant Tracking System.

Jul 2013 – Apr 2014 · 9 mos

• sha.ahmed@accenture.com
• Manage full life-cycle recruiting process including - screen, test, interview, candidate management and compensation.
• Utilized consultative approach with managers to ensure quality hires.
• Used LinkedIn Recruiter, Social Media, networks/groups, job boards and referral program to source quality talent
• Counseled leadership on employee engagement strategies and proactive measures to address workplace conflicts to improve retention
• Currently supporting the full lifecycle recruiting efforts for Accenture’s Services Workforce and specifically, for our Application Outsourcing organization.
• Work with Business Partners to develop recruiting strategies and ensure understanding of hiring needs, critical job competen-cies and hiring parameters and ensure they commit to providing appropriate, timely candidate feedback.
• Consistently ranked among top recruiters.
• Focus on Financial Risk, Products, Testing, AML and Software Engineers.

Sep 2012 – Jun 2013 · 9 mos · Itasca,IL

• Responsible for permanent staffing for Mobile Development unit for Nokia.
• Developed and execute sourcing strategies utilizing such tool as LinkedIn, Dice and Taleo.
• Successfully implemented and executed a recruiting strategy and proves to meet the hiring demands.
• Produced more hires in the United States than any other recruiter for Nokia and contract was extended 3 times Provided de-tailed analysis and reporting to achieve this objective.
• Cultural impact changed the perception of the recruiting process to negative to positive.
• Organized and hosted college recruiting events throughout Chicago land.
• Successfully hired 53 candidates which consisted of high level very hard to find candidates.
• Achieved high level of success and got extended 3 times until the recent hiring freeze.
• Explicit hiring through Social media channels to capture passive candidate.
• welcome ( ext-sha.ahmed@nokia.com )

Jan 2012 – Sep 2012 · 8 mos · Greater Chicago Area

• Restructured hiring processes to improve functionality.
• Recruitment of IT professionals and management of consulting professionals including screening and qualifying candidates located both here in the U.S. and worldwide.
• Responsible to for the full-life cycle recruitment process which included placing of ads in various websites as well as social media websites (such as LinkedIn, Facebook, Twitter and others.
• Identified potential candidates utilizing websites, internal databases, referrals, job fairs, and other creative networking tech-niques, conducting phone screenings, in-person interviews and skill assessments in order to determine applicant's tech-nical/IT/Financial competence.
• Attended networking events, professional association meetings, and mixers to network for passive technical talent
• Partnered with the Recruiting Director in streamlining on-boarding processes by recommending usage of CRM/ATS software to track the recruiting team's activities as well as candidate tracking.
• Responsible for the recruiting, screening and selection of candidates for hourly, salaried non-exempt, exempt, managerial, and/or executive positions.
• Conducted phone interviews and screening of applicants. I also prepared candidates for interviews using acceptable inter-viewing techniques.

Jun 2010 – Jan 2012 · 1 yr 7 mos

• In charge of completing hire process in applicant tracking system ensuring timely close of posting, generation and accurate completion of Personnel Action Confirmation (PAC) and offer or disposition letter generation.
• Used creative, thinking out-of-the-box sourcing techniques including the use of Craigslist, LinkedIn, Google searches, Social Media, Blogs and MeetUps
• Using multiple sources to fill IT resourcing requirement in a timely manner and staying under the budget.
• Running a team of eight people and making sure the team hits its goals.
• Focus of recruitment and software sales was primarily on IT Infrastructure (Virtualization, Data Center Migrations, MS Server Management/Design, Cisco Architecting/Management, UNIX Administration, Helpdesk, SQL/Oracle (RAC) DBA) along with additional positions such as Project Management, Business Analysts, Database Development, Java/C# Develop-ment, and Security. Occasional recruitment for financial positions with a futures trading firm client.

Dec 2009 – Jun 2010 · 6 mos

• Primary responsible for management of the full life cycle recruitment and software develop-ment for a variety of positions in support of our existing contracts, internal positions as well as for upcoming bids and proposals.
• Specializing in delivering IT consultants and projects for an entire team.
• Pipelining IT consultants and projects for delivery.
• Building relationships and attending technology networks.

Dec 2008 – Dec 2009 · 1 yr

• I am a recruitment Consultant at K2 Partering Solutions within the Professional Services & Consulting Industry focusing on the SAP, Oracle, PeopleSoft, Siebel, and EAI implementations. We strive to work with only the best consultants and have an extensive list of prominent, global organizations we call our clients.
• With our global network of offices, K2 provides local expertise and knowledge to global clients. Compliant solutions are fundamental to how K2 operate, meaning that we can offer innovative resource solutions to our clients through the provision of freelance consultants and full-time employees.
• The K2 Advantage:
• Global coverage of international projects
• Onsite/local Account Management worldwide
• Access to pool of local expertise in all locations
• Aware of cultural and market variations - globally
• Compliant with relevant legislation – globally
• Ability to coordinate across borders/continents
• Ensure stability and integrity of staffing solutions

Nov 2004 – Dec 2007 · 3 yrs 1 mo

• Responsible for daily entries into financial software system for Sun Oil corporate.
• Study sales trends; plan purchases and deliveries of inventory accordingly.
• Regular meetings with Sun Oil Area and Division Managers to discuss latest sales figures/targets, and discuss corporate and regional strategies to increase sales.
• Responsible for submission of all invoices, payment documentation and other facility financial records to Sun Oil corporate.