Responsible for developing the sales team, coordinating sales operations and implementing sales techniques that allow the business to meet and surpass its sales targets consistently. Actively involved in marketing of consultants on bench to the preferred vendors. Responsibilities include calling on prime vendors, developing corporate account relationships, presenting consultants, negotiating and finalizing contracts. Negotiating rate with vendors & managing the long term relations with them

Understanding the On-boarding candidate profileInitiating BGC and Drug Screening on https://mybig.net/signin/signin.jsp?r=NPreparing the Employment Agreement form and On-boarding Documents according to consultant profileCo-ordinating with consultant to process the background Check and Drug Screening and sharing the 8 digit Case Number.Reviewing the BGC and Drug Screening status regularly Submitting candidate profile in Fieldglass to assigned JOB ID Calculating payrate and bill rate while submission in FGFollow up on signed documents and submitting them in FieldglassIndicating the onsite manager to activate WO Co-ordinating with consultant to register in FG and making sure WO is confirmed Submitting placement form to Accounts ManagerFollow up on timesheets of Pass thru consultants both C2C and W2Submitting Bi-weekly Pass thru Starts to Accounts Manager.Supporting Internal Recruitment hiring for Recruiters,Bench Sales,BDM,Opt recruiters Searching,shortlisting and Scheduling F2F Interviews for profiles using portals like FoundIt formerly Monster,Naukri.

Marketing our own H1B, EAD, Green Card, USC, OPT Consultants whoever on my Bench. • Involved in Full life Cycle of Sales from Posting Updated resumes into Job portals Like Dice USA, Tech-fetch, Career Builder USA indeed USA etc.• Searching good requirements through DICE, Monster, Tech Fetch, Career Builder USA indeed USA etc.• Has strong experience with high volume recruiting. Possess strong sense of Urgency, Flexibility• Sourcing, identifying, the Requirements from Top vendors to place Consultants in quick turnaround time in contract, contract-to-hire and permanent positions• Daily Apply for the Job openings through the job portals behalf of the consultant.• Create an HOT list of consultants and post it to my Contacts and Google groups on Daily Basis.• Getting the requirements from Tier-1 Vendors, checking with the consultant weather he is comfortable or not.• Delivery of candidates through all the necessary agreement documentation administration.• Negotiations on rate based on the location and duration of the projects.• Good study of the requirement to access the strength of the consultants based to the requirement.• Maintaining good relations with the vendor’s and the consultants for making the work process smooth and quick.• To build vendor relationships for getting their regular hot requirements for quick and better results outsourcing the bench consultants to them.• Optimum utilization of posting the requirements on various jobsites including most of the free sites for early submissions.• After submission, being in touch with the Vendor’s as well as the consultant to know the feedback

Bench Sales : ◾*Understanding Candidates' resume.◾*Formatting resume.◾*Posting candidate's resume in Job Boards.◾*Searching requirements in Job Boards and submitting resumes.◾*Posting resume in Social Networking Sites.◾*Floating consultant's resume in Google Groups, Yahoo Groups etc.◾*Sending consultant's resume along with details to their contacts through email.◾*Communicating with the candidate on a daily basis and update about submissions to clients, interview scheduling etc.◾*Arranging interview with tier1 client or with the end clients.◾*Follow up with candidate, Client in each stage and finally closing the candidate.◾*Coordinate with other teams.Talent Acquisition Specialist :• Review: Successfully review job descriptions in to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s). This is by far the most important skill a technical recruiter needs.• Understand technology: technical roles and technical skills. Learn and evaluate your technical skills• Identify : Sourcing and uncovering candidates• Screen : Ascertaining the competence of candidates against a technical job description• Interview: Meeting candidates in person, telephone, or video conference etc to assess their qualifications• Following up: Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruiters• Present : Showing or offering candidate resume to hiring managers to scrutinize or consider• The end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etc