Apr 2021 – Nov 2022 · 1 yr 7 mos · Bengaluru, Karnataka, India

• ✔Spearheading entire Talent Acquisition operation to set up Core IT Engineering team spanning all areas and disciplines.
• ✔Owning the hiring strategy and creating unique and robust search strategies to identify and attract the best and brightest
• ✔Growth Strategy: enabling company growth through establishing a road-map for greater retention and strategic hires
• ✔Engagement & Communication: investing in current employees, ensuring team members feel heard, valued and appreciated; developing a feedback loop with management; bringing cohesion across offices (we are across time-zones); opening company, team and individual communication channels
• ✔Creating (Infra) Structure: formalizing positions; developing a clear company structure; creating accountability through targets and clear measurement; creating and building scalable processes and documenting them; improving efficiency

Jul 2018 – Apr 2021 · 2 yrs 9 mos · Bengaluru Area, India

• Managed portfolio requisitions, owning full lifecycle of process (including sourcing, screening, closing candidates and driving the offer process) for assigned Boeing division of India IT&DA (Information Technology and Data Analytics) and talent sourcing for global locations playing key player in strategic & cost-effective hiring in well turn around time.
• Talent Acquisition/Sourcing Activities:
• ✔Responsible for delivering on End to End Recruitment Cycle of TA metrics (Cost, Quality and Timeline) for the Information Technology & Data Analytics (IT&DA) and BES (Boeing Engineering Services) division supported.
• ✔Responsible for conducting screening/interviews, with structuring and negotiation of compensation with new hires and hiring managers.
• ✔Responsible for developing, implementing and maintaining a quality experience in the talent acquisition process for candidates and business partners.
• Strategic Initiative Programs:
• ✔Member Referral Program – responsible to play advisory role to help business achieve set target globally. (Exclusive Drives, Campaigning & MR lead generation thru social media).
• ✔Diversity & Inclusion – Supporting Diversity & Inclusion Lead by managing programs, working closely with D&I champions by helping them understand the roles & responsibilities to run the program successfully under gender diversity, LGBT, partially abled and generational diversity. Preparing the analysis report for diversity hiring at different experience/ band level.
• Business Stakeholdership Management:
• ✔Built strong relationships - partnering with Hiring Managers to understand their business, define their staffing needs and implementing best recruitment practices.
• ✔Also playing an advisory role to the business leaders on the Talent Strategy from an acquisition of fulfilling Talent Perspective.

Jul 2017 – Jun 2018 · 11 mos · Gurugram, Haryana, India

• ✔Primary responsibility was blend of hands on recruitment hiring delivery to meet global talent demands of our internal stakeholders while playing key leader in strategic recruitment & cost-effective initiatives to fulfil talent demands for Genpact CORA projects in emerging technologies: i.e., Artificial Intelligence, Automotive Enterprise Applications for the major geographies in: India, North Americas and part Europe.
• Talent Acquisition / Sourcing Activities:
• ✔Managed and delivered hands on end to end recruitment process to Genpact’s multiple revenue enabler projects through cost effective sourcing strategies.
• ✔Worked closely and supported as liaison between onshore Talent hiring team and Talent Sourcing team to develop tactical sourcing strategies for smooth delivery of global talent projects of organization.
• ✔Worked closely with onshore talent hiring managers to develop tactical hiring strategies and help them win bids on revenue generation projects.
• ✔Designed and populated talent pipelines reports, market intelligence, salary compensation benchmarking, lateral sourcing from competitor companies based on global talent needs to ensure project delivery.
• Business Stakeholdership Management:
• ✔Being SPOC of Talent Team was involved influencing with pertaining internal/external stakeholder and communicating proactively/report outs chairing on all talent hiring activities.
• ✔Prepared and presented complex data reports through telephone & video conferencing: i.e., Recruitment & Sourcing Strategies Charts, Sourcing Cost Management reports, Performance metrics, Talent Pipelines etc.
• People Management:
• ✔Directed efforts of team members in the achievement of the strategic and operational objectives in the team.

Oct 2014 – Jun 2017 · 2 yrs 8 mos · Noida, Uttar Pradesh, India · On-site

• ►Marsh & McLennan Companies ($11B Rev–50K+ Employees)
• ✔Primary responsibility was blend of creating Talent Sourcing process and delivering services for global hiring demands to internal stakeholders globally (MMC & under operating companies i.e. Mercer, Marsh, Guy Carpenter, Oliver Wyman) while playing key leader in strategic & cost-effective sourcing initiatives in geography: India, North America and part Europe regions.
• Talent Sourcing/Recruitment Activities:
• ✔Designed and prepared Standard Operating Procedures for the Talent Sourcing Process defining strategic & cost-effective process to meet project demands globally.
• ✔Handled hands-on recruitment and sourcing efforts including identifying, tracking and engaging best talent exists globally to meet current & future hiring needs across organization.
• ✔Compiled & Populated data reports through Taleo/PowerPoint on skilled talent pipelines, sourcing tool cost reports, performance metrics to ensure smooth delivery of top profiles for the required projects.
• Business Stakeholdership Management:
• ✔Worked closely with business hiring managers and onsite team to develop tactical sourcing strategies to fulfil overall talent demand/gap as well as forecasting pipelines for organizations future growth.
• ✔Gathered market intelligence and prepared spreadsheets for onshore stakeholders on the realities of the global marketplace and attended/scheduled meeting to gain better understanding of talent from competitors for lateral hiring projects.
• People Management:
• ✔Responsible for career development/planning, performance and pay discussions of team members.
• ✔Trained and conducted multiple knowledge sessions to team on passive sourcing techniques and discussing best “Sourcing Principle/Ways” on social media and non-traditional channels (LinkedIn, Hoover, Yellow Pages etc.), as well as from applicant tracking database (Taleo/Workday), job boards, networking sites and user groups.

May 2014 – Sep 2014 · 4 mos

• Anveta delivers comprehensive fully integrated creative IT solutions ranging from IT consulting services to advanced technology deployment and product development. We are a global service company that specializes in providing dynamic software solutions to a diverse array of business concerns worldwide. Since our inception, have mastered the unlimited potential of information technology to ensure there global partners have the ability to manage their time and business more efficiently.
• Roles & Responsibilities:
• ✔Responsible for full life cycle recruiting, including sourcing, interviewing, qualifying and placement of IT and business professional candidates for contract, contract to perm and direct hire positions on W2 / 1099 / C2C hourly/salaried work type.
• ✔Recruited via Internet job portal i.e. Dice.com, Careerbuilder.com, Monster, and Naukri.com.
• ✔Catered talent demands of assigned contingent account/client as per the requirements.
• ✔This involved from basic follow up to maintaining their legal documents to the final visa (H1-B) transfer process.
• ✔Merit of consistently being among the Top Five Suppliers for Kelly OCGthroughout in 2013-2014.
• ✔Established great client relation for Ericsson, Pfizer &other assigned accounts, scaled up from being unknown supplier to securing top spots in the vendor rankings.
• ✔Initiated process improvements by identifying service delivery gaps, offered solutions and successfully implement ideas.
• ✔Coordinated and communicated effectively at all levels of organization acting liaison between hiring authorities and internal stakeholders.
• People Management:
• ✔Managed performance metrics and career growth of associates.
• ✔Mentored recruiters prepared training documentation and delivered training.

Jan 2013 – Apr 2014 · 1 yr 3 mos

Apr 2011 – Dec 2012 · 1 yr 8 mos

Feb 2009 – Mar 2011 · 2 yrs 1 mo

Apr 2007 – Jan 2009 · 1 yr 9 mos