At Alation, we are a team that is passionate about creating a more curious and rational world by providing our customers with the tools to build a data culture.From our product to how we operate as a team, we’re excited to change the world by combining machine learning and human collaboration to bring confidence to data-driven decisions.To join Alation is to join a fast-paced, high-growth company known for its curiosity, product innovation, and industry leadership.At Alation, we’re naturally curious. We never stop learning, never stop exploring, and never stop pushing the limits of what’s possible with data.See how you can make a difference and learn more about our open opportunities to join the Alation team. https://alation.com/career/

Talent AcquisitionBusiness Partnering and Team ManagementTalent Management & DevelopmentDelivery ManagementPrimary skills• Social Media Recruiting • Employer Branding• Direct Sourcing • Process Improvement• End-to-End Recruitment • Candidate Engagement• Leadership & Sales Hiring • Cost Effective Hiring• Team Management • Stakeholder & Vendor Management• On-Boarding/Induction • Campus & volume/bulk hiringPost Recruitment Experience• Facilitating performance appraisal • Internal Mobility• Employee Grievances • Employee relations & retention• Business Unit HR • On-Boarding/Induction

SPi Global is one of the world's largest and most diversified BPO service providers in terms of clients, geographic presence, and capabilities. It has defined the highest standards of excellence together with the clients for KPO and CRM. The global team has over 21,000 dedicated BPO professionals. SPi Global provides domain expertise in the Customer Interaction, Healthcare, and Publishing markets.Roles and Responsibilities:• Working with a team of 7 recruiters to manage end to end hiring lifecycle of a growth driven business unit having 4500+ employees.• Responsible for meeting the overall hiring targets for SPi Technologies at optimal price point within stipulated time and to build recruitment pipeline for each function in operations to ensure shorter turn-around-time.• Interface with Senior Leadership/Stakeholders to identify the hiring needs and involve in hiring plans, ensuring that the recruitment services provided, meets the agreed targets, service standards and are within budgets.• Spearhead the search and selection process through various conventional and innovative methods (Job Portals/ Internet Search/ Online campaign/ Newspaper Ads).• Created extensive database of publishing professionals through the main sources of personal contacts, internet, job portals, advertisement, social networks etc.• Considered as an excellent crisis-manager, problem-solver and strategic business partner in Ramp-up hiring’s.• Provide management report (analytics) for senior leadership on a frequent basis.• Setup and continuously monitored the recruitment related systems and processes by introducing Interview tracker, Schedule tracker, weekly team meetings and review of monthly scorecard. This helped in building a system discipline, process efficiency and reporting matrices.• Coaching & mentoring team members. Responsible for training fresh recruiters to come up to the expected level of performance.

Roles and Responsibilities – US Staffing:• Used an internal database, Internet sites (Dice, Monster, CareerBuilder, Google groups and Yahoo Hot Jobs) and referrals to source active and passive candidates for contract, contract-to-hire and permanent positions.• Conducted in-depth interviews with candidates both in-house and through telephone to determine their skills, knowledge, interest, market value and availability. • Negotiated salaries (W2, 1099, C2C & H1B Transfer), checked references, presented verbal offers of employment to selected candidates and completed necessary paperwork after hire. • Performed full life cycle recruitment (requirement gathering, sourcing, screening, scheduling interviews, offer processing, and deployment).• Liaison with various teams for placing/ deploying candidates on projects.• Profile evaluation in context to skill relevancy in project and mapping.• Proven track record in timely delivery of resources to meet deadline of allocation.• Ensured smooth exchange of paper work, such as NCA, pre-interview agreement, contracts and purchase orders etcBusiness Development/ Bench sales:• As a BDM, I was taking care of bench sales & marketing and getting relationship deals with tier-1 and direct clients. Experienced in strategic sales, marketing, and sales management. Proficient in closing bench sales, identifying new business opportunities, and strategic market planning and implementation.• Developed contacts and signed new tier-1 vendor accounts • Negotiating rates, recommending candidates for employment, managing clients, and building relationships with technical professionals.• Responsible for preparation of non-solicitation agreement, pay order, invoices, insurance benefits and timesheet maintenance till the end of project for the consultants placed at the client location.• Strong knowledge on H1B life cycle and paper work.

Roles and Responsibilities - Bench Sales & Marketing• Posting the profiles in job portals (Dice, Monster and CareerBuilder) and processing their resumes through my contacts to get their projects.• Calling vendors and clients every day for getting new projects for consultants.• Interacting with the consultants on a daily basis and depending on the requirement, suitable resumes according to their skills will be shared with the client. Recruitment• Used an internal database, Internet sites (Dice, Monster, CareerBuilder, Google groups and Yahoo Hot Jobs) and referrals to source active and passive candidates for contract, contract-to-hire and permanent positions.• Conducted in-depth interviews with candidates both in-house and through telephone to determine their skills, knowledge, interest, market value and availability. • Negotiated salaries (W2, 1099, C2C & H1B Transfer), checked references, presented verbal offers of employment to selected candidates and completed necessary paperwork after hire. • Recruited and hired candidates for contract, contract-to-hire and permanent placements for all IT positions for multiple clients. • Negotiated salaries and hourly rates, extended offer of employment to successful candidates.