Jan 2022 – Feb 2024 · 2 yrs 1 mo · Bengaluru, Karnataka, India · On-site

• Launched Enabling Abilities (https://enablingabilitiesapac.splashthat.com/) for hiring persons with disabilities at Amazon through Student Programs team. Got awarded for successful hiring efforts through team collaborations for it.
• Successfully conducted HackOn with Amazon - Season 3 by leading a team of 2 Recruiters. Partnered with Unstop (https://unstop.com/competitions/hackon-with-amazon-season-3-amazon-729950). Planned and executed the entire event.
• Single-handedly planned, organized and conducted HackOn with Amazon S2 (https://hackon-with-amazon-2022.hackerearth.com/). Partnered with internal and external stakeholders to make this in-person event a grand success.
• Strategized and implemented University Relation plans for top tech campuses like IIT Bombay, IIT Madras and IIT Guwahati among others for SDE hiring in Devices org PAN India
• Implemented large scale plans to achieve desired hiring numbers for Devices, AIGC and Amazon Entertainment Orgs and branding objectives through campus and off-campus models like Hackathons
• Worked as a relationship owner of assigned campuses and built Amazon brand among stakeholders such as placement cell, placement coordinators, students to improve hiring quality and numbers
• Managed a group of 2-3 businesses like Amazon Devices, Amazon Entertainment and AIGC (Advertising, IMDb, and Grand Challenge) and relevant senior stakeholders in those Orgs by becoming sole point of contact for their campus related activities pertaining to SDE hiring
• Influenced and partnered with different levels in the organization like key business stakeholders - Org Leaders, Hiring Managers, Resourcing Managers and HRBPs to achieve SDE hiring results
• Hired Software Development Engineers at an entry level from top tech campuses in India (Institutes of National Importance, Top ranked NIRF tech campuses) while keeping the Amazon bar high
• Drove various branding and engagement activities across campuses in India through Pre-placement Talks & hackathons

Nov 2021 – Jan 2022 · 2 mos · Mumbai, Maharashtra, India

• As a campus recruitment specialist as a part of Talent Evolving Workforce Center of Excellence in Deloitte USI.
• Assisted in the development and implementation of the Campus Recruiting Strategy for top 100+ engineering colleges across PAN India campuses.
• Ensured the collective local and vital strategic school campus recruiting programs are established and implemented.
• Enabled the Campus recruitment team to hire the quality and quantity of graduate and undergraduate candidates set by firm and national leadership.
• Acted as advisors to the business, instrumental in driving business growth through their acumen and application of cutting-edge analytics.
• Ensured that candidates have a signature experience and introduced them to the unique culture of Deloitte.
• Partnered with university placement teams to understand challenges and build strategies to overcome them.

May 2019 – Nov 2021 · 2 yrs 6 mos

• Led an 8-member campus recruitment team at TCS, driving end-to-end hiring initiatives across multiple universities across Mumbai, Goa and Madhya Pradesh, hiring on an avg 10,000+ candidates for entry-level roles.
• Build campus hiring strategies, driving engagement with 200+ institutes including IITs, NITs, top B-schools and design schools across 3 states.
• Partnered with PAN India TA teams to ensure seamless execution and adherence to best practices.
• Analyzed institute-level data to forecast hiring needs and optimize workforce planning.
• Implemented gamified hiring through conducting contests - Hackathons (CodeVita), Case Study competitions (HackQuest) and paper presentations to hire interns and full-time associates and monitor effective implementation of all plans according to procedures, adhering to the Tata Code of Conduct.
• Delivered 30+ webinars on Career building, Resume making, pre-placement talks and post-offer connects enhancing employer brand visibility and improving joining ratio by 10%.
• Improved recruitment process efficiency by 25%, reducing time-to-hire by implementing new tracking systems. Increased candidate engagement by 30%, resulting from enhanced communication strategies.
• Managed a recruitment pipeline of over 500 candidates per quarter across various technical roles like SDE, Technical Support, B.Sc. Ignite roles, etc.
• Achieved a 40% reduction in departmental recruitment costs by streamlining vendor contracts and leveraging referral programs like TCS Bring your buddy.
• Enhanced quality of hire by 20% by introducing advanced assessment tools and refining interview processes.

Jun 2017 – May 2019 · 1 yr 11 mos

• Responsibilities as a Cluster Lead and Staffing Partner for Lateral Hiring:
• Collaborated with UK & Ireland-based business stakeholders to fill 100+ niche and leadership roles
• across verticals for top clients like Aviva, Boots, British Airways, Lloyds Banking Group, BT, Diageo, National Grid, Marks & Spencer, and Virgin Atlantic.
• Led the end-to-end hiring strategy for ESB, building a high-performing team of 50+ engineers and Pega specialists from the ground up to support global delivery centers in Dublin and Galway.
• Sourced talent via LinkedIn, Twitter, and UK job boards, maintaining <21-day TAT for closures. Partnered with external sourcing agencies like Principle to build a diversified pipeline of candidates from across Ireland and Western Europe.

Jul 2015 – Jun 2017 · 1 yr 11 mos

• Responsibilities as a Technical Recruiter:
• Strategized and executed hiring for BFSI, assurance, travel and hospitality, and APAC growth markets for top clients like BoA, AMEX, JPMC, etc.
• Closed 1000+ positions within 2 years for 4–15 years of experienced candidates. Established teams from scratch for DBS in Hyderabad during their launch in 2017, ensuring the best client experience by recruiting right talent.
• Shared quarterly progress reports with business leadership to track progress, highlight key recruitment efforts and follow-up on shortcomings/challenges.
• Building competitive intelligence, creating lists for future hiring, generating referrals, and mapping out local and industry hiring demand and compensation with targeted identification and profiling of top talent for critical requirements.
• Using a combination of relationship-building, social and professional networking, and targeted list generation, with the end goal of generating warm leads – i.e., top-qualified candidate profiles.
• Playing critical roles of part researcher, part social media strategist, part online relationship-builder, and part marketer, all integrated into one with the express goal of qualifying candidates for potential hires.

May 2015 – Jun 2015 · 1 mo

• Responsibilities as a Sourcer:
• Finding the right fit through proactive recruiting by reviewing the skills, credentials, training, education and testimonials
• To ascertain the best keywords and background to look for by having a solid understanding of the job requirements
• Leveraging effective employment brands and marketing efforts, taking into consideration hyperlocal factors of economy, education, and specialization of labor markets
• To have a comprehensive understanding of Internet sourcing tactics that will mine candidate lists from the Internet and also source talent from competing companies

Dec 2014 – Jan 2015 · 1 mo · Four Bunglows, Andheri

• Studying and understanding the nursing function, the role of nurse practitioners in various generic as well as non-generic responsibilities
• Training needs identification and analysis for nurses in Kokilaben Dhirubhai Ambani Hospital for to understand whether there exists a need for training programmes for the nurse practitioners
• Designing and developing training programmes and development workshops in order to the identify gaps between actual and expected performance
• Additionally, a comparative analysis of compensation and benefits provided to nurses across multi-speciality, tertiary care hospitals in Mumbai has been undertaken

May 2014 – Jun 2014 · 1 mo · Petroleum House, Churchgate

• Studying and reviewing 'SAMAVESH', the best practice on-boarding undertaken in Hindustan Petroleum Corporation Limited
• Developing a scale of criterion Pre-Recruitment and Recruitment factors tested on reliability and validity, in order to help measure future processes and also frame on-boarding policies according to the recognized parameters established in the scale
• Assessing the existing Pre-Recruitment practice in order to combat current errors faced