Feb 2022 – Oct 2022 · 8 mos · India

• Responsible for building and executing the GTM strategy for the India region. And participating in the GTM expansion strategy across the SEA region.

Jul 2019 – Feb 2022 · 2 yrs 7 mos

• Digitizing your business has never been easier or more affordable. Visit us to get started www.levitatingelephant.com

Nov 2017 – Aug 2018 · 9 mos · Bengaluru Area, India

• Plivo is a CPaaS solution provider, offering a Cloud API Platform and is a Global Carrier Services Provider for Voice and Messaging.
• Responsible for defining, structuring and setting up the Customer Success and Account
• Management function for EMEA and APAC.
• Responsible for the existing revenue and growth for the regions.

Mar 2017 – Nov 2017 · 8 mos · Bangalore

• I was the head for projects and new capabilities - essentially building capability for anything that is currently not a capability for the Global Capability Center in Bangalore. I did this by:
• Putting together all the resources needed to take on project, check for feasibility, and initiate a pilot before signing it off as a capability that can be scaled to service the global business.
• During my tenure here, I delivered two IOT based pilot projects and lead one of the most important projects for AB-InBev - the transition of operations over from Accenture to AB-InBev at the end of the “Build, Operate and Transfer” contract.

Jul 2014 – Mar 2017 · 2 yrs 8 mos · Bangalore

• My role here was focused on setting up and building the Staffing and Search Business for LinkedIn’s India (primarily) and South Asia operations. In the first phase, along with a core team of remarkably committed and talented individuals, we began working the segment – putting together a vision, and defining goals for the new business vertical and then putting into play a plan to crack these goals.
• Since then we scaled the business from being a startup vertical to the fastest growing vertical with in LinkedIn. We did this by:
• Bringing on board great talent – hiring for complementing skills and developing existing talent.
• Putting together a strategy for each of the markets that we identified to go after.
• Taking intelligent risks, based on opportunities we saw in the target markets.
• Building an organization structure that is scale-able and nimble.
• Scaling the team to nearly 3x its size.
• Building custom solutions for our businesses in the search and staffing space.
• Doubling our customer base while growing the revenues by nearly 6x.
• Of course, like every business we continued to hire great talent, mentor and coach each other and get better at the usual business rigours of sales discipline, forecasting, the rate of acquisition, average sale value, etc., while taking intelligent risks and making mistakes and course correcting with each lesson learned as we marched to scale the next phase of growth.

Jun 2011 – Jul 2014 · 3 yrs 1 mo · India

• Responsible for the Digital Media division for Akamai’s Emerging customers group across the regions of North America
• Work with a team of 12 Relationship Managers & 4 Customer Solutions Engineers to drive the division to achieve two key goals:
• Manage and grow install base of over 600 Digital Media customers generating $25 million annually in revenues.
• Drive new productivity to achieve and exceed a quota of $5 Million annually by selling into the install base.

Aug 2010 – Jun 2011 · 10 mos · India

• Project Nanhi Kali is a national girl child education program jointly managed by Naandi Foundation and K. C. Mahindra Education Trust. The program provides 10 years of quality education to girls from economically disadvantaged families through a sponsorship designed to deliver academic support that empowers them to make a success of their schooling experience, material support including uniforms, etc., to go to school with dignity and social support by sensitizing the community on gender equity. Nanhi Kali today supports over 70,000 girl children across 10 states in India operating on a turnover in excess of INR170 million funded by a donor base of over 17000.
• Role: Work as a thought leader to engineer and drive the division to: (a) methodically identify components, both internal and external, that are critical to the organization’s goals and (b) put in place simple strategies around each of these components to accomplish the goals. My key performance areas broadly include marketing, fund raising, donor acquisition and servicing

Oct 2009 – Dec 2010 · 1 yr 2 mos · India

• Naandi, which in Sanskrit means a new beginning; is one of the largest and fastest growing social sector organizations in India working to make poverty history. Founded in 1998 Naandi works in 3 broad sectors: Child Rights, Safe Drinking Water and Sustainable Livelihoods. We also have a research arm that takes up action researches and other field based trials to evaluate innovations and their potential to positively influence policy. Our ideology revolves around building sustainable models within the social sector that deliver critical services efficiently and equitably to underserved communities.
• Role: Overall realization of Human Resources services, policies and programs across the organisation. Work as a thought leader, architect and help leaders systematically diagnose, identify organization capability deficit and develop perspective plans. My key performance areas include:
•  HR policy formulation & implementation with focus on aligning HR with core business
•  Recruitment & selection
•  Training & development
•  Compensation & performance management
•  Talent management and segmentation
•  Effective career/ succession plans
•  Innovative recognition systems and retention measures

Dec 2006 – Sep 2010 · 3 yrs 9 mos · India

• Archer and Twin (A&T) was originally known as “Corporate Buddha Consulting” a recruitment house that started off in 1999 in Bangalore with a team of two. By 2006, we grew to a team size of over 180 professionals, with a presence in 5 major capitals and assignments with over 200 clients delivering “Recruitment and Staffing” solutions through an originally developed interface called www.CareerKnight.com and “Competency Assessment” solutions through an originally developed methodology called “100Mesh”.
• PRODUCTS DEVELOPED
• CareerKnight.com
• The industry need of the hour is a solution that will connect them to the greatest number of and the most relevant Human Resources, especially the passive job seekers, in the shortest possible time, with a simple yet reliable screening mechanism while, keeping communication simple, and the cost low. Career Knight offers all of this and more by bringing together the advantages of an agency, job portal, recruitment advertisements and employee referral programs without any of their shortcomings. It achieves this by creating a platform that brings together the employer, the recruiter, the interviewer and the jobseeker.
• 100 Mesh
• The name is a conceptual analogy for a very fine filter. 100 Mesh is a Competency Assessment methodology that helps organizations define the exact attributes & skills required to execute a specific job by analyzing a given organizational responsibility(s), breaking it down to the collection of smaller jobs that it comprises of and identify the specific attributes and skills essential and the degree of competency necessary to shoulder it effectively. 100 Mesh also designs and creates scientific tools to measure these competencies
• The 100 Mesh methodology can be applied to:
• Pre Recruitment Competence Assessment
• Training Needs Analysis
• Measuring Training Effectiveness
• Accession Planning
• Work Force Skill Inventory and Profiling
• Both “CareerKnight” & “100mesh” were delivered on the SAAS model

Jul 1999 – Dec 2007 · 8 yrs 5 mos

• “Corporate Buddha Consulting” was eventually rechristened “Archer and Twin (A&T)” originally began its journey as a recruitment house in 1999 in Bangalore with a team of two. By 2006, we grew to a team size of over 180 professionals, with a presence in 5 major capitals and assignments with over 200 clients delivering “Recruitment and Staffing” solutions through an originally developed interface called www.CareerKnight.com and “Competency Assessment” solutions through an originally developed methodology called “100Mesh”.

Jan 1999 – Jun 1999 · 5 mos · India

• Citicorp Credit Services Pvt. Ltd.(e-Serve) is a captive financial services BPO managing the complete backend operations of Citibank.
• I was responsible for handling various banking transaction requests by CitiGold, Suvidha, Merchant Establishment and CreditCard customers of CitiBank. All requests were essentially made on the phone. The job also involved extensive up-selling of products and services that the bank introduced from time to time.
• Achieved up-sell targets consistently through my tenure with the organization.
• Maintained a call average of 180 calls per day consistently.

Jan 1992 – Jan 1993 · 1 yr