• Oversee the staffing strategy for various IT projects, ensuring alignment with business needs and project timelines.• Develop and maintain relationships with clients, understanding their requirements to deliver suitable candidates.• Collaborate with teams to source and onboard technical talent, enhancing the company’s skill set.• Analyze resource utilization and performance metrics to identify areas for improvement and implement effective solutions.• Managed end-to-end Recruitment Processes for IT roles across diverse technologies and domains.• Created and implemented a Resource Management framework that improved project delivery timelines.• Trained and mentored Junior Recruitment staff, promoting best practices in candidate evaluation and assessment.

• Lead a team of 10 recruiters specializing in sourcing and hiring IT professionals for various clients across multiple sectors.• Develop and implement innovative recruiting strategies that align with company goals, resulting in increase in successful placements over the time period.• Build and maintain relationships with key stakeholders and hiring managers to facilitate understanding of hiring needs and strengthen collaboration.• Conduct training and development sessions for new recruiters to enhance their skills and knowledge in IT staffing best practices.• Utilize data analytics to monitor recruitment metrics and optimize processes.• Successfully managed the recruitment cycle for IT positions, including sourcing, screening, interviewing, and onboarding candidates for various roles such as Software Engineers, Data Analysts, and Project Managers.• Developed a comprehensive candidate pipeline through networking, job fairs, and targeted online advertising, leading to improvement in qualified candidate submissions.• Collaborated with internal teams to understand technical requirements and ensure a clear presentation of job opportunities to potential candidates.• Conducted market research to stay updated on salary trends, talent availability, and competitor strategies, providing valuable insights to the leadership team.

•Responsible for handling the entire recruiting cycle such as sourcing, screening, contacting, confirming, interviewing, and placing the qualified consultant.•Excellent proficiency in vendor networking, job boards, (Tech Fetch, Dice, Hiring Monster, etc) Internet search and Internal Database.•Responsible for Tracking, Analyzing, Prioritizing the resumes.•Responsible for preparing search strings, sourcing consultants and short-list the resumes depending on the requirements•Used Job Diva ATS system on a daily basis for sourcing, adding, and updating information on candidates.•Pre-screening of potential consultants in terms of their qualification, work experience, reference checks and remuneration etc.•Get confirmation from consultants/employers pay-rate: hourly/per day/annual through e-mail on rate confirmation agreement.•Source the candidates from Database on 1st priority and then search for alternatives thru the job portals as the turnaround time used to be very quick.•Expert in using internet recruiting tools viz. Monster, Dice, Tech Fetch, CB etc.•Collecting required documents (MSA document, H1B copy, ID Proof, references, Pay stubs from previous employers etc) from vendor and consultant while submitting H1B/H4 EAD/L2 EAD candidates.•Evaluated applicant's work history, education and training, job skills, desired salary/hourly rate, and personal qualifications against open requirements.•Rate negotiation with Green Card /US Citizen Candidates on W2 or Corp to Corp rates with 3rd party in case of H-1 visa candidates.•Maintaining daily/ weekly/monthly reports such as interview status reports, closure reports & feedback reports

• Responsible for satisfying all of the responsibilities of a Recruiter and in addition have responsibilities unique to their lead role, including training new Recruiters, mentoring Recruiters within the branch, deploying the proper recruiting resources to ensure coverage of requirements, and providing various reports and assuring the recruiting staff adheres to system requirements, productivity metrics, etc.• Working according to multiple requirements in a high growth multitasking environment while working with Direct Client as well as Implementation Partners.• Works with the BDM as an end­to­end resource on assigned client relationships in order to identify strategic, as well as transactional IT staffing needs, while adhering to the recruiting methodology and process.• Clearly defines, verifies and obtains position requirements and gathers information regarding client environment/platform, culture, etc., to ensure proper candidate suitability.• Creating a pool of potentially suitable candidates based on region, skill sets.• Participated in Meetings with Reporting manager. Presented resumes to Account Manager and customers, schedule interviews, process offers and conduct onboarding activities with each hire.• Worked with several Account Managers in support of individual accounts, providing well qualified IT resources in a staff augmentation capacity.• Performed full lifecycle recruitment, conduct requisition intake meetings, sourcing on job boards, identifying candidates, prescreening and qualifying Candidates.• Demonstrated success at developing and implementing strategic initiatives that contribute to an Organization’s growth, productivity and goals.• Proactively pipelining of consultant for future needs.• TAX Terms:• W2–Permanent,Contract,C2C,1099,Per Diem.• Experienced in using Techfetch,Monster,Career Builder & Dice.

 Own work practice policies & all HRMS processes. Serve as custodian of all HR policies in theArea. Resolve all queries related to employees in the particular Area.Work closely with State / Area HR Head and ensure policies and practice implementation. Work with internal teams and hiring agencies and other sources and handle recruitment efforts inArea. Assist with both external and internal hiring efforts (internal recruitment meaning assessment ofemployees for different or more senior roles.)Identify and source appropriate talent for current open roles within the Area organization and at Jiocenter level. Identify future talent needs and proactively recruiting and sourcing; develop talent pool or socialengagements. Use sophisticated applicant tracking systems including Success factor and SAP HR and otherrecruiting software to track applicants through the selection phase through to on-boarding. Managing complete hiring life cycle i.e. Sourcing, Screening, coordinating interviews, offerprocessing and post offer engagement. To manage complete offer negotiation process within pay bands till closure, conducting RPAT andmanaging candidate throughout the process ensuring an outstanding candidate experience. Partner with Stakeholders and Respective Hiring Manager to identify critical talent gaps and trendswithin Business, Technology and Enterprise Business at State Head Quarter and carry outrecruitment activities for specialized hiring identified as per skill gap analysis and the completeselection process to bring the candidate on board within defined Hiring Time Line. Resourcing and Vendor management- Optimally utilizing various Sourcing parameters/ criteriawithin the Talent Acquisition space and keep a close watch with the defined vendors/ consultants inthe market with positive relationship management.

• Support all HR related activities.• Scheduling and coordinating the interviews.• Recruitment, Selection & Induction for Graduate Trainees to AVP Level• Job Posting- Drafting recruitment Advertisements for the respective positions.• Coordinating with all respective departments.• Attendance & leave management.• Responsible for Salary Processing. • Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.• Explain company personnel policies, benefits, and procedures to employees or Job applicants.• Record data for each employee, including such information as addresses, weekly earnings, absences, supervisory reports on performance, and dates of and reasons for terminations.• Maintaining HRIS and MIS for Company Employees.• Formulating and developing HR Polices & Implementation of best practices.• Leave data maintenance & record formulation.• Attendance handling real time. (Daily/Monthly)• Employee encouragement & appraisal system.• Employee Engagement & training program.• Full & final settlement.• Exit Interview.