𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Develop and implement recruitment strategies that align with the organization's technical staffing needs and the long-term goals of our clients. 𝐓𝐞𝐚𝐦 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Lead and manage a team of technical recruiters, providing guidance, mentorship, and coaching to ensure the team's success. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗔𝗹𝗹𝗶𝗮𝗻𝗰𝗲𝘀:I look after the Business Development team of the US Staffing and Recruitment Department sharing required data with the team for better strategic operations and building a diversified pipeline with the clients. 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁:Collaborate with hiring managers, vendors, MSPs, and department heads to understand technical skill requirements, and establish recruitment priorities.𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗦𝗼𝘂𝗿𝗰𝗶𝗻𝗴: Oversee the sourcing of top technical talent through various channels, including ATS, job boards, social networks, and implementation partners. 𝗦𝗲𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Design and implement rigorous technical assessment processes, background checks, and interviewing the candidate for specific skills and technologies/stacks, to effectively evaluate candidates' technical skills. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴: Promote the organization's achievements and job opportunities to attract skilled tech professionals.𝗗𝗮𝘁𝗮 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀: Utilize data and metrics to analyze and enhance the effectiveness of the technical recruitment process. Identify trends, bottlenecks, and areas for improvement. 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆: Ensure the recruitment process follows US laws, incl. EEO standards and diversity recruiting.𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗶𝗻𝗴: Establish and maintain a pipeline of qualified technical candidates for immediate and future hiring needs.

Leading the team of Recruiters (Onsite/Remote) for Global hiring, resolving their day-to-day issues related to global technical recruitment of Desktop Support Specialists, EUCs Specialist, Software Engineer, MERN/MEAN Stack Developers, and Full Stack Developers. Providing support to the team for international /global hiring by sharing skills, and core knowledge related to the position and requirements of the clients. Managing team issues related to hiring, shortlisting the candidates, and closing the position. Created policies and procedures for the recruiters to make their work more agile and smooth. Created Sharp Brain’s tech pipeline for an ongoing project to increase global reach. Managing / Monitoring the KPIs of the recruiters as per their assigned locations and providing them support in their challenging locations and positions. Provided support on different positions' job description creation and budgeting for the position till the onboarding of the profile. Managing multiple trackers and sheets in Google Sheets for different assignments and performance management. Conducting the training for internal staff, orientations of new joiners regarding the policies and procedures of the company with credential verification and reference checks. Working on multiple assignments from the Country Head and directly reporting to the CEO and country Head. Negotiating salaries with the shortlisted candidates. Assigning the locations to the recruiters as per their interests, expertise, and inclination. Conducting daily meetings for updates and progress twice a day to keep updated about the performance of onsite and remote recruiters. Coordination with the team regarding any new updates, position closure, updates escalations, and other issues faced during the recruitment. Responding to the queries of the Country Head, and the CEO regarding new urgent inquiries and urgent highlighted issues.

Responsible for the full hiring cycle, sourcing, pre-screening, shortlisting, negotiation, scheduling and conducting interviews, and finally placing the candidates.Worked with Fortune 500 Companies in the US Market and Canada Market. Worked on the 360 Recruitment Cycle from the Job portals MSPs to onboarding a candidate.Involved in Major Recruitment projects with top 100 fortune companies from manufacturing, NIKE, ALDO, and Automobile companies like Volkswagen, Audi, Oshkosh, etc.Well-versed with job portals like Monster, Indeed, LinkedIn, Career builder, Dice, etc. Also using other recruiting tools like Recruiter Lite, Hiretual, etc.Worked on multiple MSPs like Wand, Field Glass, Job Diva, and other Applicant Tracking Systems.Responsible for preparing and coaching candidates for interviews.Meeting daily two submissions target with excellent calling numbers and positive responses. Also made an excellent turnaround time to work for a position to close. Made a good number of placements on a monthly, quarterly, and yearly basis. Capable of negotiating rates effectively on W2/C2C/and FTE positions.Well-versed in using Boolean searches to pull and retrieve profiles relevant to the position.Profiling candidates into the Applicant Tracking System.This position needs Technical Skills, Industry knowledge, tech-savvy attitude, and learning aptitude to grow and get brilliant results.Relationship building with the candidate and aiding required.Worked in multiple locations in the United States for different time zones.

Taking the requirements from Directors, Recruiters & Compliance Managers, and the web portals. Carefully analyzing the requirements of the client about the technical positions. Blast the requirements on a pool of candidates’ job boards, LinkedIn and other platforms, and job boards. Check for available candidates in the internal database & search various portals and reach out to them to seek their interest and availability. Sourcing the right possible and best match candidate for the position assigned for US/Canada Market for Telecom/RF Industry. Review the resumes thoroughly and shortlist suitable candidates as per the specific requirements of the clients/vendors. Negotiating the package details and making sure to meet all the requirements of the clients and dealing with the candidate informing him about package and market details. Make sure that the candidate has the required skillset and all requirements and check whether he is willing to relocate or not and make his placement confirmed. Format the candidate's resume and highlight the important skills required by the client/vendor Establish communication between the client & the consultants. Coordinate the interviews for the client-selected candidates and ensure the availability of the consultants for the same. Coach and prepare candidates through the client interview process. Processing with the further proceedings if the technical interview is through, like, negotiations, Fitment Approval, and follow-ups with the candidates and vendors to ensure confirmed joining of Contractors, and full-time positions. Maintain & update the database of consultant vendors responsible for a full cycle of recruitment and end-to-end recruitment and sourcing, screening. Regularly providing feedback to the vendors. Maintaining good relations with vendors. Worked on Contracts, Contract to Hire, and full-time positions. Working experience with W2, 1099, C2C (US Citizens, Green Card, TN, EAD, OPT, CPT, and H1-B).

Conceptualization and documentation of comprehensive HR Policy and Procedures Manual. Designing, Formulating, and implementing various HR policies and procedures. Evolving and implementing HR policies, reporting systems, and job descriptions. Maintaining the detailed filing of current employees and resignees with E. Code Develops and executes recruitment plans and strategies that attract quality resources and timely fulfill the requirementsRecruitment needs analysis as the demand of Production Sales & HEIS Department. Sourcing the candidates on different job portals like Linkedin, Rozee, and Jobee. pk Identification of Manpower requirements from various departmental heads. Employ the Assessment Center approach for selecting top-level positions. Design and implement a structured interview process for final selection. Completing the documentation of the entire Recruitment process. Focus on an objective assessment of individual performance by identifying the Key Result Areas and breaking them further down into Key Performance Indicators. Smooth distribution of Appraisal Forms to the concerned persons. Confirmation, promotion, change in reporting structure, discussing with the Zonal Manager, Regional Sales Manager, and National Sales Manager.Setting performance measures for the employees for sales and non-sales employees differently. Conducting performance appraisal exercises for the employees & and executing incentive schemes. Conducting need analysis and coordinating with managers and supervisors to determine training needs for their team members. Formulated training policies, programs, and training calendars, based on knowledge of identified training needs. Developing career paths and as certain, the skills and qualifications required to achieve career goals. Maintain records and prepared statistical reports. Attending job fairs of renowned institutes, universities, and organizations

Dealing with a UK-based Recruitment Company. Searching suitable candidates in different job boards and linked in as well. Posting of jobs on different job boards. Maintaining the records of applying candidates. Sourcing the candidates by using Boolean Searches on different job boards. Shortlisting suitable candidates quickly by checking their relocation, and credentials verifications and sending them proposal/package details of the job Negotiating with the candidates about pay rate, location, shift timing, and preferred market. Updating the database with detailed remarks and responses of the candidates scheduling the interviews of the candidates and managing their reminders for final interviews by the client. Relabeling timesheets/ invoices and sending them to the payroll department CV Analyzing and formatting according to the template of the client Profiling the suitable candidate for the relevant role. Sending the CV to be formatted to make the placements. Making strong relationships with clients to retain them and providing quality recruitment services to enhance the client’s and company’s business. Conducting initial telephonic interviews Coordination with Directors, Recruiter & Compliance Managers Dealing all the procedures of recruitment of the employees for the company.

Assisting H.R./Admin Manager with coordination between different manufacturing plants and factories.Conducting interviews of supervisory and management staff and taking Computer Skill tests (MS Office) Doing Verification of Antecedents Assisting the Admin Manager in planning and organizing the learning activities of the firm Conducting TNA (Training Need Analysis) Assisting H.R/Admin Manager to Prepare and execute Annual Training Programs Conducting and organizing in-house training programs for junior management staff. Conducting disciplinary inquiries Etc Maintain other records, reports & employee files Etc. Arranging Visits & Hotels Stays (Management, Directors, CEO) Assisting with pay and other remuneration issues including promotion and benefits Monthly E.O.B.I Contribution Sheets Monthly Social Security Contribution Sheets. Managing the calendar of Manager HR For his/her appointments, meetings, scheduled interviews, and other assignments by the management. Providing support at the Annual Sales conference for increments and sales commission sheet updating. Monthly expenses verification Coordination with Government departments like WASA, Labor Department Etc.

Handling the Inbound calls of customers using Telenor Telecommunication Services PakistanDealing with the customers and providing them with first-call resolution according to their queriesSending them SMS related to their QueriesDealing with the customers as per their queries and questions as per the company's defined pattern.Maintaining the average handling time of callsProviding solutions to the customers and giving feedback to the relevant department.Maintaining daily activity reports.