Mamta Mishra

Recruiter

Hyderabad, Telangana, India2 yrs 6 mos experience

Key Highlights

Proven track record in sourcing and hiring top talent.
Expertise in developing HR policies and employee training programs.
Strong communication and interpersonal skills.

Stackforce AI infers this person is a skilled HR professional specializing in technical recruitment and employer branding.

Contact

Skills

Core Skills

Full-cycle RecruitmentEmployer BrandingTechnical RecruitmentCandidate AssessmentCampus Recruitment

Other Skills

job postingTeamworkJob BoardsBranding & IdentityCorporate BrandingHR MetricsVendor ManagementMicrosoft ExcelBackground ChecksNew Hire TrainingNew HiresOutbound and inbound sourcing techniquesLegal and compliance aspects in hiringSourcingMass Hiring

About

I am a highly motivated and detail-oriented HR professional with an MBA in Human Resource Management and one year of experience in recruitment. I have a proven track record of sourcing, screening, and hiring top talent for various positions. My expertise lies in developing and implementing HR policies and procedures, conducting employee training programs, and managing employee relations. I am passionate about creating a positive work environment that fosters employee growth and development. I am a team player with excellent communication and interpersonal skills.

Experience

2 yrs 6 mos

Total Experience

Average Tenure

Current Experience

Steerx

Talent & Brand Specialist

Sep 2025 – Present · 9 mos

I thrive at the intersection of human capital and brand identity. As a Talent & Brand Specialist, I don’t just fill roles; I build the bridges that connect top-tier professionals with their next great career move while amplifying our company’s story.
My approach combines data-driven recruitment with a candidate-first mindset. From sourcing niche talent across global databases to designing high-impact employer branding materials on Canva, I ensure that every touchpoint with our organization reflects our values and excellence. I am passionate about creating seamless end-to-end recruitment cycles that prioritize communication, transparency, and cultural fit.
What I bring to the table:
Full-Cycle Recruitment: Managing everything from initial screening and compensation negotiation to final offer discussions.
Employer Branding: Crafting marketing materials and social media initiatives that turn candidates into brand advocates.
Strategic Sourcing: Building robust pipelines for critical roles using social media, industry networking, and market intelligence.
Process Optimization: Using metrics like time-to-fill and offer acceptance rates to constantly refine the hiring experience.

job postingCandidate AssessmentFull-Cycle RecruitmentEmployer Branding

Innominds

Talent Analyst

Jan 2024 – Oct 2024 · 9 mos · Hyderabad, Telangana, India · On-site

Technical recruitment - I focus on hiring the following technical skill set candidates in intermediate and expert levels ABAP, SAP FICO, MM, PM, Ui5, WM, SD, EWM, Fiori, Digital Marketing, Java, Python.
To process that I follow the below steps & techniques
1. Workforce Planning and Job Analysis
Identify Hiring Needs.
Job Analysis.
Job Description Creation.
2. Sourcing Candidates
Internal Sourcing
External Sourcing
Advertise the job externally through various channels such as:
Job boards (e.g., Naukri, LinkedIn)
Employee referrals
Recruitment agencies or headhunters
3. Screening Applicants
Initial Resume/CV Screening: Review resumes or applications to shortlist candidates who meet the
basic qualifications.
Automated Screening (if applicable): Use Applicant Tracking Systems (ATS) to scan for keywords
related to the job description and filter out unqualified candidates.
Initial Screening Call: Conduct a brief call to verify the candidate’s interest, availability, salary
expectations, and basic qualifications.
4. Interview Process
Phone or Video Interviews
Technical or Skill-Based Interviews
In-Person/Panel Interviews
5. Candidate Assessment and Evaluation
Assessment Tests
Background Checks: Verify the candidate’s employment history, qualifications, PF Account checks
6. Decision and Offer
Final Evaluation:
Job Offer:
Negotiation
Offer Acceptance
7. Onboarding
Submit the Candidate details to the onboarding team

TeamworkJob BoardsTechnical RecruitmentCandidate Assessment

Crave infotech

Information Technology Recruiter

Oct 2022 – Oct 2023 · 1 yr · Pune, Maharashtra, India

Technical recruitment - I focused on hiring candidates with expertise in SAP software and related technologies.
There are some key skills and qualifications that are usually required for candidates to be considered. These include:
Strong technical skills and knowledge of SAP software and related technologies.
Experience in implementing, configuring, or customizing SAP software.
Knowledge of specific SAP modules such as FI/CO, MM, SD, PM, and others.
Good communication skills and ability to work in a team environment.
Relevant certifications such as SAP certification or other related IT certifications.
Campus recruitment- I am participating in hiring students or recent graduates from colleges and universities for entry-level.
The campus recruitment process typically includes the following steps:
Preparing a recruitment plan: This involves identifying the positions to be filled, setting the recruitment goals, and preparing the budget for campus recruitment.
Screening and selection: This involves reviewing resumes, conducting interviews, and selecting the most qualified candidates for the available positions.
Offering the job: Once the candidates have been selected, we will extend an offer to the candidates and work with them to finalize the employment contract.
Others- US IT Inside Sales, Business Analytics, Marketing