Responsible for managing talent acquisition in the India region.

- Recruitment process management - Recruiting operations success- Talent supply management- Talent demand management- Stakeholder management- Experience management- Pool management

- Managed the hiring for the entire digital vertical- Led and supervised a high-performing team of 5 TA specialists- Ensured the implementation of the recruitment processes and policies in day-to-day operations- Periodic stakeholder connect, collaboration, requirement gathering, and status updates- Planned, and executed the sourcing strategies for the existing and upcoming requirements- Ensured to have an available candidate pipeline for interviews and selections through various sourcing channels (job boards, social media. ER, paid campaigns, and walk-ins)- Monitored screening, assessments, interviews, and offer process- Ensured to keep recruiters’ performance aligned with the hiring objectives and expectations- Arrange weekly/monthly meetings with the hiring managers and project heads to share updates, collaborate, and consult- Prepared, managed, and published recruitment matrices such as recruitment dashboards, time-to-offer (RAG) reports, interview funnel reports, offer-to-joiner reports, sourcing channel optimization reports, CPH reports, daily key performance trackers, and recruiters’ scorecards.- Coordinated with cross-functional teams to set up a proper process for the smooth transition of the selected candidates and day-to-day operations- Managed ISO Audit for the recruitment team

- Assessed the recruitment needs of assigned business verticals- Managed and supervised a team of 5 TA specialists- Stakeholder connect and requirement gathering- Analyzed the available talent pipeline and developed sustainable hiring plans- Executed sourcing and talent pool development plans for active and proactive hiring- Refine the sourcing methods & strategies post-interview feedback from the hiring managers- Organized, coordinated, and managed the interviews, recruitment, and referral drives- Ensured to close the open vacancies within the TAT to dodge business opportunity loss- Implemented various matrices to monitor and improve recruiting effort efficiency- Analyzed the hiring metrics, identified bottlenecks in the recruitment process, and eradicated them- Managed the hiring of a contingency workforce (freelancers and self-employed talents)- Developed a pool of India’s top 3% developers to deploy with clients directly

- Led periodic meetings with stakeholders to understand current and future hiring needs- Analysis of the available talent pipeline and strategies further plans to meet the hiring numbers- Refine the sourcing methods & strategies post-interview feedback from the hiring managers- Active and passive candidate pipeline development by using various sourcing channels- Handled initial screening, HR discussion, document collection, salary negotiations, offer preparation, and background checks- Effectively managed a hiring campaign in new geographic locations i.e. Hyderabad, and Delhi, and hired 60+ Graphic designers- Set up a vendor web across tier 1 & 2 cities (i.e. Pune, Mumbai, Jaipur. Delhi, Hyderabad, Bangalore)- Managed IJP campaigns for open and assigned positions- Monthly and weekly hiring dashboard analysis and publication- Ensured excellent candidate experience during the entire hiring process and conducted regular surveys- Managed recruitment vendors (identification, empanelment, calibration, negotiations, and payouts)- Acted as an advisor to the business leaders in recruitment, hiring process, internal job posting, and employee referral schemes- Candidate engagement, standard job description, pipeline building, post-offer management, etc.- Developed the advertisement and branding pamphlets & banners with the support of designers

- Organized kick-off meetings for requirement gathering and fulfillment planning for all the open requisitions (Attrition, New work, Extension, Rotation, SFA, Proactive, TP to FTE conversion, TP) within the SLA- Exploration of the suitable internal profiles from the bench and their alignment based on the business criticality- Managed bench resources (advance available for deployment resources, available for deployment resources, identified for deployment resources, not available for deployment resources) and their opportunity tracker- Managed ramp-ups and ramp-downs of aligned projects, DU, and service lines- Worked with service line and training team to get bench resources trained on required skills- Ownership to manage all organizational mandates in the timely progression of all kinds of requisitions for external hiring- Managed weekly and monthly stakeholders' meetings- Managed the entire transfer and allocation process of internal resources- Coordinated with an external fulfillment team in finding suitable external profiles