Aug 2018 – Mar 2024 · 5 yrs 7 mos · Bengaluru, Karnataka, India · On-site

• Starting my journey as a Talent Acquisition Specialist in August 2018, I quickly advanced to Assistant Manager by December 2019, driven by consistent performance and a strong track record in strategic hiring. I specialized in executive search and market intelligence, conducting in-depth market analysis and leveraging LinkedIn Talent Insights to identify and engage top-tier candidates for leadership roles such as CFO, COO, VP, and niche technology positions. These efforts significantly improved time-to-hire and strengthened the quality of leadership pipelines across the organization.
• Served as Country Recruitment Manager, I lead end-to-end hiring operations across four dynamic markets, India, Philippines, Brunei, and Nepal. I design and execute geo-specific talent acquisition strategies using predictive workforce planning, AI-powered sourcing tools, and low-cost hiring channels including referral programs and internal mobility. My role involves close collaboration with cross-functional stakeholders and CXO-level leaders to align recruitment goals with business growth, ensuring scalable and efficient hiring outcomes across regions.
• In addition to strategic hiring, I bring deep expertise in global mobility and recruitment technology. I’m proficient in Taleo (ATS) and Apro (International Mobility), facilitating seamless STA and LTA moves across APAC locations including Singapore, Taiwan, and Bangladesh. My specialization in leadership hiring within the banking domain is supported by data-driven decision-making, behavioral analytics, and intelligent automation ensuring precision in candidate selection and long-term organizational impact.

Oct 2015 – Aug 2018 · 2 yrs 10 mos · Bengaluru Area, India · On-site

• Provided strategic recruitment support for healthcare clients within the Indian technology market, driving talent acquisition initiatives tailored to both product-based and IT service-based organizations. Led a team of five recruiters, overseeing performance management, training, and delivery against hiring targets.
• Established strong partnerships with client relationship managers, ensuring seamless communication and alignment with evolving business needs. Conducted market pool analysis to assess talent availability and define capacity for new mandates, enabling proactive workforce planning. Acted as a liaison between internal stakeholders and clients, delivering regular insights through data-driven reports. Spearheaded process optimization efforts focused on reducing Time to Fill (TTF) and Cost-Per-Hire (CPH), enhancing recruitment efficiency and operational scalability.

Jun 2013 – Jul 2014 · 1 yr 1 mo · Banglaore

• Hired for US Recruitment. Managed staffing services for high-profile direct clients including Cisco, Deutsche Bank, TIAA-CREF, and Cornell University, overseeing the full recruitment lifecycle from interview scheduling and client coordination to candidate onboarding. Targeted to hire, Green Cards, US Citizens
• Actively participated in weekly client calls, ensuring timely feedback loops and alignment with hiring expectations. Maintained a dynamic pool of pre-screened candidates to support ongoing hiring needs and accelerate time-to-fill. Monitored recruiter performance metrics such as client starts, ends, rate variance, and fill rate, while maintaining a strong focus on service excellence and client satisfaction. Reported directly to the President of the company.

Oct 2011 – May 2013 · 1 yr 7 mos · Bangalore

• Hired for US Recruitment, consistently supported RFP processes for recruitment and staffing roles across both product-based and service-based clients, including industry leaders such as Infosys, IBM, TCS, Cognizant, Apple, CISCO, Moody’s, and BNY Mellon. Successfully managed the complete recruitment lifecycle for Contract, Contract-to-Hire, and Permanent positions, handling candidate screening, coordinating technical interviews, and following up with shortlisted candidates.
• Led salary and rate negotiations with consultants to ensure alignment with client budgets and expectations. Maintained daily communication with account managers to stay updated on priority requirements and hiring needs. Additionally, trained freshers and junior recruiters in strategic sourcing techniques, with a focus on identifying qualified Green Card holders and U.S. Citizens for specialized roles.

Jun 2009 – Oct 2011 · 2 yrs 4 mos · Bengaluru Area, India

• Handled end-to-end talent acquisition for both staffing and permanent roles, with a strong focus on sourcing candidates for active requirements and building strategic talent pipelines for future hiring needs. Leveraged Hirecraft ATS to efficiently churn and filter qualified profiles.
• Managed the entire recruitment process including pre-screening, telephonic and face-to-face interviews, assessments, reference checks, and offer rollouts ensuring a seamless candidate experience and high quality of hire. Followed structured recruitment methodologies aligned with Indian market dynamics to enhance process efficiency and reduce time-to-fill.
• Regularly submitted weekly and monthly submission and on boarding reports to the management team, while collaborating closely with the Director of Indian Operations to forecast hiring trends and refine sourcing strategies using predictive analytics and recruitment automation tools.

Dec 2007 – Feb 2009 · 1 yr 2 mos · Bengaluru Area, India

• Collaborated closely with offshore and onsite Business Development Managers to source top ERP talent (SAP, Oracle PeopleSoft) for clients such as PepsiCo and IBM, targeting staffing roles across the US East and Central regions.
• Proactively leveraged modern sourcing channels including job boards, targeted postings, and niche Google groups to identify qualified candidates for both immediate openings and future talent pipelines. Utilized Applicant Tracking Systems (ATS) to log and manage candidate data, ensuring streamlined workflows and compliance. Conducted thorough pre-screening and shortlisting of vendor-submitted profiles based on compensation benchmarks and role-specific criteria for junior and senior-level positions.
• Employed data-driven recruitment strategies and ATS screening tools to enhance quality of hire and reduce time-to-fill. Submitted detailed weekly and monthly hiring reports to Account Managers and the Management Team, contributing to strategic workforce planning and continuous process improvement.