• Designed and implemented overall recruiting strategy• Developed and updated job descriptions and job specifications• Performed job and task analysis to document job requirements and objectives• Prepared recruitment materials and post jobs to appropriate job board/newspapers/colleges etc• Sourced and recruited candidates by using databases, social media etc• Screened candidates resumes and job applications• Conducted interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule• Assessed applicants’ relevant knowledge, skills, soft skills, experience and aptitudes

• Worked closely with global leaders in recruiting the best candidates for our Enterprise Sales, Partnerships, and Retention teams. • Supported the Head of Talent in the recruitment of our global roles in all areas of the business, including Product, Online Growth, Finance and Support. • Creatively sourced candidates through a variety of means including but not limited to online platforms, social media communities, job portals, referrals etc. • Managed our online employer branding. • Provided an awesome candidate experience in the entire life-cycle of recruitment. • Administered and managed our ATS ensuring its data integrity. • Worked closely with the Head of Talent in generating and reporting key metrics. • Became an advocate of 90 Seconds and kept a finger on the pulse of employees globally. • Provided talent administrative support for the business.

• Designed, developed and maintained the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps)• Designed the selection matrix for choosing the optimum recruitment channel and recruitment source• Explored the market best practices in the recruitment and staffing and implement appropriate best practices in the organization• Built a quality relationship with the internal customers and external recruitment agencies• Monitored and reduced the costs of the recruitment process• Set the social media communication strategy for different job profiles and functions in the organization• Conducted job interviews for the managerial job positions (or key jobs in the organization)• Monitored the labor legislation and implements required changes to keep the process compliant• Managed and developed the team• Acted as a single point of contact for managers regarding recruitment topics• Designed training recruitment for HR Recruiters and line managers

• Learned and evaluated technical skills of potential candidates• Understood technology, technical roles and technical skills.• Posted jobs on job boards, attended job fairs and checked for other potential recruitment gateways.• Sourced and uncovered candidates by different means to find qualified candidates.• Managed Jobstreet accounts for online applicants.• Screened the competence of candidates against a technical job description• Interviewed and me candidates in person, telephone, or video conference to assess their qualifications.• Conducted regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.

• Worked with Pfizer to support both clinical and technical job posts.• Reviewed applicants to evaluate if they meet the position requirements.• Conducted prescreening interviews.• Maintained all pertinent applicant and interview data • Created a recruiting and interview plan for each open position.• Efficiently and effectively filled open positions.• Developed a pool of qualified candidates in advance of need.• Researched and recommend new sources for active and passive candidate recruiting.• Built networks to find qualified passive candidates.• Posted openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.• Posted positions to appropriate Internet sources.

•Provided assistance and served as a third-party provider for a US based Client. •Responsible for sourcing in all levels of administrative and technical job orders, candidates identified through Online Networking, Referrals, Internet Postings and Job Boards (Career Builder, Monster, and Dice). •Efficiently and effectively fill open positions. •Developed pool of qualified candidates in advance of need. •Responsible for screening resumes, interviewing applicants, and referring well-qualified applicants based on needs defined by the hiring managers from US clients with emphasis on matching specific candidates with specific positions. •Conducted interviews to determine candidate’s technical ability as well as people skills. •Utilized Internet as tools for sourcing and researching for passive/active candidates. •Researched and recommended new sources for active and passive candidate recruiting. •Built networks to find qualified passive candidates. •Formatted resumes of the candidate’s to be submitted to the clients. •Qualify sourced resumes of the newly hired assistants to be submitted to his/her staffing specialist. •Created recruitment reports which are submitted on a daily and weekly basis. •Responsible for the maintenance of recruitment trackers.