• Responsible for conducting end-to-end recruitment process from sourcing to applicant closure.• Used Boolean searches to identify elite engineering talent by top 50 CS schools, target companies, groups, and tech stack. Approached, intrigued, engaged, and closed passive talent using compelling narratives, uncovering unmet needs/goals/aspirations, rapport building, and excellent salesmanship.• Screened qualified applicants for computer science fundamentals, domain experience, relevant production experience, tech stack (languages/libraries/tools/etc), as well as communication skills, and cultural fit.• Successfully identified and recruited software engineers with different specialties including: UI, business logic/application tier, full stack, platform (distributed systems/web services/REST APIs), infrastructure, and SDET/QA engineers.• Generated new clients by proactively marketing top candidates to Engineering Directors and Managers to uncover existing needs and opportunity costs as related to engineering headcount and production schedule goals.• Performed intake calls to understand client needs, and performed searches on behalf of clients using the Vertical Move database, LinkedIn, job postings, and working with existing and past candidates to generate referrals. Managed several critical client accounts simultaneously educating Engineering Managers and Directors on best practices to improve hiring efficiency.• Created and maintained a high volume pipeline of candidates for numerous clients by daily making 50+ cold calls, emailing 100+ candidates, asking for referrals and posting jobs after winning new recruiting assignments.• Established candidate motivators and tailored closing strategies for some of the most competitive job candidates in the industry.

Recruitment & Induction:-• Handling Recruitment for all kind of open position within the organization and Handling end-to-end recruitment for entry, middle and senior management positions.• Interacting with respective hiring Managers/ Business Heads in Understanding the Requirements to identify resource and get the Best Hire for the Organization.• Recruitment with focus on skills matching department’s specifications within the specified budget.• Outsourcing the profiles through the job sites and screen the profile according to JD( Job Description).• Vendor Management• Taking Preliminary HR round.• Collect Interview assessment form.• Managed walk-in interviews, handling paper.• Following up with candidates on joining dates and convincing them if they have any issues such as Compensation review, relocation, onsite travel etc.