Sasirekha Chowdary has over 10 years of experience in talent acquisition and recruitment. She is currently the Manager of Recruitments at PruTech Solutions India Pvt Ltd, where she leads a team of 12 recruiters and is responsible for overall recruitment delivery. Previously she has worked for other companies such as Microsoft and Lanco Global Systems, handling recruitment for IT clients. She has expertise in leadership hiring, volume hiring, and sourcing candidates for roles ranging from directors to developers.
Matt Rivera from Yoh presented on various RPO models and services. The presentation defined RPO and discussed types of engagements like enterprise, project, point-of-service RPO. Enterprise RPO involves outsourcing a company's entire recruiting function long-term, while project RPO focuses on a specific short-term project. Point-of-service RPO handles one recruiting task. Delivery options like on-site, virtual, and on-demand staffing were also covered. Benefits of RPO included cost savings, quality improvements, and process expertise. The presentation concluded with when RPO may not be suitable and taking questions.
Siva PreethaSaravanan is seeking a senior position in human resource management with over 9 years of experience in recruitment, manpower planning, vendor management, and business operations. She has a bachelor's degree in computer science and is pursuing an MBA in human resources. Her experience includes roles with Flexability, AstraZeneca, Polaris Financial Technology, Adecco India, Live Connections, and Merittrac Services managing recruitment, vendor relationships, and teams.
Brandi Shelton has over 15 years of experience in business and human resources. She has worked in HR generalist, manager, and consulting roles across multiple industries. Shelton has skills in areas such as employee recruitment and retention, benefits administration, training, and regulatory compliance. She aims to align business practices with organizational goals and values.
Centralized recruitment can reduce costs while improving the time, quality, and standardization of the hiring process. Creating talent pools and communities can further reduce costs and times for sourcing and hiring while improving quality. Establishing a Center of Excellence supports non-traditional recruitment channels, improves acquisition and process efficiency, and enables business growth through faster hiring.
Lindsay Nolan has over 20 years of experience in strategic talent acquisition, client development, and people management. She has worked in recruiting for industries such as IT, finance, manufacturing, and pharmaceuticals. Currently she is the Manager of Talent Acquisition at CertainTeed, where her responsibilities include developing recruiting strategies, managing a team of recruiters, implementing tools and processes to improve time-to-fill, and partnering with business leaders. Previously she held recruiting roles at Manpower Group, PSCI, The Judge Group, and Tower Consultants, gaining experience in both retained and contingency search models.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
This presentation lays out the groundwork for Welch's to implement a recruitment process outsourcing (RPO) program with About Talent. The agenda includes reviewing RPO industry resources, developing an internal involvement plan, using tools to evaluate RFP responses, planning the implementation process, conducting a discovery session, and managing organizational change. The presentation provides additional resources on RPO best practices and case studies.
Alok Ranjan has over 8 years of experience in human resources. He currently works as a Manager - HR (Business Partner) where he is responsible for tasks like business and HR strategy management, organization effectiveness, manpower planning and recruitment, performance management, employee engagement, and rewards and recognition. Previously he has held roles as Associate Manager (HR) at GMR Airport Developers Limited and Deputy Manager (HR Cluster Manager) at HCL Technologies. He has expertise in recruitment, especially for technical roles, and in organizational development.
PRO-GROWTH is a human resource consulting company located in Peshawar, Pakistan. It offers a wide range of HR services including recruitment, training, employee relations, and performance management. The company aims to serve both private and public sector organizations in Khyber Pakhtunkhwa. It has three owners who are experienced HR professionals and will provide the startup capital of 3 lakh Pakistani rupees. PRO-GROWTH plans to expand its service offerings and hire additional consultants over time to meet growing demand for outsourced HR solutions.
Rahul Patel is a senior business manager with over 8.5 years of experience in IT recruitment, manpower planning, and other HR activities. He has worked with large companies like Aditya Birla and is currently with StraVis Enterprise Solutions in Bangalore, India. Rahul is skilled in global recruitment, budgeting, market intelligence, and process improvement. He is known as an influential leader capable of developing a multi-skilled workforce to meet corporate goals.
The document discusses the benefits of using Recruitment Process Outsourcing (RPO) as a talent acquisition strategy. It provides four key reasons to use RPO: 1) to tackle anticipated or unanticipated high volume staffing needs by allowing companies to flexibly scale hiring, 2) to increase quality and speed of hiring by leveraging experienced recruiters, 3) to ensure consistent tracking and compliance with hiring processes and regulations, and 4) to enhance the employment brand to improve candidates' experience and perception of the company. Case studies then demonstrate how RPO has helped companies address high volume hiring needs, increase hiring quality and speed, and improve tracking and compliance. The document concludes by outlining the typical stages involved in
The document discusses Coachieve Solutions, a leading staffing and recruitment company with over 20 years of experience. It provides specialized technical recruitment services and solutions to clients across various industries. Coachieve has a professional management team and leverages a proven methodology involving quality processes to ensure the best hiring outcomes for clients.
Recruise India provides talent acquisition and management services including:
- Talent mapping and supply chain reports for over 50 clients in 5+ countries
- 150+ talent reports and 80+ benchmarking reports across industries
- Clients praise Recruise for excellent research, timely hiring, and market intelligence
- Services include market intelligence, talent mapping, competitor analysis, executive searches, compensation benchmarking, and attrition analysis to help clients strengthen talent pipelines and reduce costs.
This resume is for Arjit Bhargava, who currently works as an Employee Relationship Manager at ICICI Bank. He has previously held roles at Tata Consultancy Services, Alembic Pharma, and has education including a PGDHRM from XLRI and B.Tech from Galgotia College of Engineering. The resume lists his work experience, responsibilities, achievements, skills, and education to support his candidacy for employment opportunities.
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
MRI Chattanooga is a recruitment firm that has been in business for over 33 years. They have over 16 recruiters with 100 years of combined experience. They specialize in executive, management, and professional recruitment. They take a customized approach to each client to understand their needs and find the best candidates.
This document discusses recruitment process outsourcing (RPO). RPO involves an external company handling some or all of a client's recruitment needs. It makes sense for companies with stretched resources, an understaffed or inexperienced HR function, a complex organizational structure, or an inefficient hiring process. An RPO provider can scale up quickly to handle multiple openings, enforce uniform processes, and reduce costs compared to in-house recruiting. The benefits of RPO include guaranteed high candidate quality, aligning recruitment with business goals, and significantly lower hiring costs.
ExecQuest Consulting offers a variety of talent services including assessment, coaching, staffing additions, and acquisitions to help companies optimize their employee life cycles. They provide organizational assessments and evaluations to help align employees' skills and goals with companies' needs. Their coaching assists individuals through job searches. They also offer interim staffing additions and permanent talent acquisitions. ExecQuest aims to be a long-term partner in understanding companies' cultures and transitions to meet continual success and growth needs.
Angel Nieves pled guilty to third-degree murder and was sentenced to 25 to 60 years in prison for killing Rafael Del Valle during an attempted robbery at a mini market in North Philadelphia in 2012. Nieves and another man attempted to rob the store but were confronted by the owner, who pulled a gun. Del Valle, an employee, then chased after one of the robbers but was shot by Nieves from behind. Nieves' accomplice's trial is still ongoing.
Mayor Steve Benjamin welcomes twelve college students to participate in the Mayor's Fellows program in Columbia, SC. The program provides students hands-on experience working in local government and assists with research projects. This fall's fellows are from various colleges and universities and have interests in fields like public administration, international business, journalism, and law. The fellows will work directly with the mayor's staff on projects and helping implement best practices.
Harriet Beecher Stowe's 1852 novel Uncle Tom's Cabin increased abolitionist protests by vividly depicting the moral evil of slavery, and Lincoln later credited it with starting the Civil War. The 1854 Kansas-Nebraska Act established popular sovereignty for deciding if new states allowed slavery, fueling violence as pro- and anti-slavery settlers fought for control, with over 200 deaths. Tensions rose further as the Pottawatomie Massacre and caning of Senator Sumner polarized sections. New political parties emerged divided over slavery and immigration.
Ulysses S. Grant was elected the 18th president in 1868 as the Republican candidate supported by many black voters. During his presidency, the 15th Amendment was passed, guaranteeing voting rights for all citizens regardless of race. After the Civil War, the Republican-led public works programs rebuilt infrastructure across the South while the Southern Homestead Act aimed to provide land for freed slaves but largely offered unsuitable swampland.
Civil War medicine lacked understanding of bacteriology and the causes of disease. Doctors at the time were ignorant of what caused disease and how to prevent its spread or cure illnesses. Overall, Civil War medicine was before advances in understanding disease transmission and treatment.
1. There are several ways to find a lawyer, but personal recommendation is best. You can also search online directories which provide general information.
2. It is important to ask about fees upfront, as lawyers may charge hourly rates from $50-$1000, require retainers, or take contingency fees which are usually 30-40% of a settlement.
3. The attorney-client relationship is built on trust, as anything a client tells their lawyer is confidential under attorney-client privilege, along with doctor-patient and priest-church member privileges. A lawyer's job is to provide good legal advice regarding issues like whether to sue or accept offers.
The adversarial court system relies on opposing sides presenting arguments to help the judge or jury determine the truth. In a civil trial, the plaintiff sues the defendant, while in a criminal trial the prosecutor represents the government against the defendant accused of a crime. Jury trials have a jury decide the verdict after being instructed by the judge, while non-jury or bench trials have only the judge decide the verdict. Most cases never go to trial as many criminal defendants accept plea bargains for reduced sentences and many civil cases end in settlements where the plaintiff receives a payment.
The document discusses key concepts related to law and the legal system. It defines law as rules made by government to regulate society, and jurisprudence as the study of law and legal philosophy. It emphasizes the importance of the rule of law for effective government, noting that laws must be known in advance and created democratically, and people cannot be punished for rules made up after the fact. It also establishes that no one, including the President, is above the law. Generally, laws reflect a society's shared values, though not everything seen as immoral is necessarily illegal.
Over several decades, from the 1979 Iranian hostage crisis to attacks in the 2010s, the United States has experienced numerous terrorist attacks and incidents of violence. These include the bombing of the US embassy and marine barracks in Lebanon in 1983, the Pan Am 103 bombing in 1988, the 1993 World Trade Center bombing, and the September 11th, 2001 hijacking of four airplanes and attacks on the World Trade Center towers and Pentagon that killed nearly 3,000 people. Subsequent attacks include the 2012 Benghazi consulate attack in Libya and hostage executions by ISIS in the mid-2010s.
OJ Simpson was tried for the murders of Nicole Brown Simpson and Ronald Goldman. The highly publicized trial was presided over by Judge Lance Ito and prosecuted by Marcia Clark, while OJ was defended by attorneys Robert Shapiro and Johnnie Cochran. The trial resulted in OJ's acquittal despite what many saw as overwhelming evidence against him.
The document summarizes key events of the American Civil War. It describes Confederate General Stonewall Jackson being accidentally shot and dying of pneumonia. It outlines the decisive Union victory at the Battle of Gettysburg in 1863, where the Confederate army was severely weakened. It also discusses the Union taking control of the Mississippi River by capturing Vicksburg and General Grant leading the Union to adopt a strategy of total war to weaken the Confederate civilian population and economy.
This document contains 10 statements that each violate provisions of the Bill of Rights. It asks to identify which amendment each statement violates and why. Some examples include: statement 2 violates the 5th Amendment's double jeopardy clause by retrying an acquitted defendant; statement 3 violates the 8th Amendment's prohibition on cruel and unusual punishment with its solitary confinement sentence for 30 years for a DUI; and statement 9 violates the 10th Amendment by eliminating state governments' powers. The document tests knowledge of different rights protected in the Bill of Rights.
This document summarizes key aspects of slavery and abolitionist movements in the United States prior to the Civil War. It outlines that approximately 2.8 million slaves worked on plantations in the South growing cash crops like cotton and tobacco. Abolitionists like William Lloyd Garrison and Frederick Douglass advocated ending slavery, with Douglass escaping slavery and becoming a prominent anti-slavery speaker. Nat Turner led a slave rebellion that killed 60 whites in Virginia. Meanwhile, slave owners defended the institution of slavery by outlawing education for slaves and using their political power to prevent southern states from ending slavery.
The document summarizes key aspects of the American Civil War between the Union and the Confederacy. It outlines the advantages and strategies of both sides, including the Union's Anaconda Plan to blockade Southern ports and control the Mississippi River. Important early battles are discussed, such as Fort Sumter, Bull Run, Shiloh, and Antietam. New weapons changed the nature of warfare, and leaders like Stonewall Jackson, Robert E. Lee, George McClellan, Ulysses S. Grant, and David Farragut shaped the conflicts on both sides.
Recruitment Team Lead - Strategic Accounts (USA Operations) - Rahul Shrivasta...Rahul Shrivastava
SGS Consulting is a global staffing and services firm headquartered in Princeton, NJ. The document describes a Recruitment Team Lead position at SGS responsible for managing a team of 5-6 recruiters and leading strategic recruiting efforts for US clients. Key responsibilities include sourcing candidates, negotiating offers, developing client relationships, and training new recruiters. The position requires experience with vendor management systems and full life cycle recruitment for technical and non-technical roles in various industries.
This document contains the resume of Rajneesh Mishra seeking a position in recruitment. It summarizes his expertise in recruitment including sourcing candidates, screening resumes, coordinating interviews, and negotiating salaries. It then details his work experience of over 9 years in recruitment roles at various companies, highlighting his responsibilities of managing the full recruitment lifecycle from requirement analysis to candidate placement. His educational qualifications of an MBA and BSc are also stated along with personal details.
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
Zaren Chengappa has over 10 years of experience in human resource management, including recruitment, talent acquisition, client relationship management, and vendor management. He has held recruitment roles at several companies, where he was responsible for activities like sourcing candidates, coordinating interviews, handling offers, and preparing reports. His experience spans recruitment for IT, non-IT, middle, and senior level positions across various industries.
Vikram Singh has over 6 years of experience in recruitment and human resources. He currently works as a Recruitment Lead at Accenture, where he is responsible for end-to-end contract recruitment, developing recruitment strategies, and managing a team. Previously, he worked as a Lead Recruiter at IBM, where he managed the full recruitment lifecycle and executed bulk and specialized hiring. He has strong analytical and project management skills.
Swati Sirohi has over 6 years of experience in recruitment and selection. She is currently working as a Staffing Specialist at British Telecom in Gurgaon, India, where she is responsible for middle level hiring. Previously, she worked as a Senior Consultant for recruitment at Randstad India Ltd and Smart Source India Ltd, where she recruited for clients in industries such as ITeS, BPO, retail, QSR, and telecom. She holds a Masters in Business Economics and a Bachelors in Business Administration.
Amrita Bhattacharjee is a human resource professional with over 6 years of experience in talent acquisition and management. She is currently working as a senior associate for human resources at XM Software Solutions, where she is responsible for recruitment and staffing for 700 employees. Prior to her current role, she has held positions as head of talent acquisition and HR consultant, where she gained experience recruiting for various industries and handling all aspects of the recruitment lifecycle.
Kurt Mario Dcruze has over 10 years of experience in talent acquisition, including 6 years in managerial roles. He currently works as a Senior Consultant for Talent Acquisition at Crowe Horwath, where he is responsible for developing talent strategies, sourcing candidates, screening and interviewing, and providing reporting. Previously, he held talent acquisition roles at Ducere Technologies, Career Logic Staffing, SamCruz Consulting, MA FOI, and other companies. He has a Post Graduate Diploma in Business Management.
This document is a resume for Lynn M. Arts, who has over 15 years of experience in recruiting and human resources. She has worked in both in-house recruiting roles and as a consultant for recruitment process outsourcing (RPO) firms. Her experience includes full-cycle recruiting, developing diversity recruiting strategies, and building relationships with hiring managers. She has expertise recruiting for various industries including manufacturing, healthcare, finance, and engineering roles.
E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
An experienced HR specialist with over 8 years of experience in recruitment across various domains. He has expertise in handling end-to-end recruitment processes, from sourcing candidates to onboarding. Currently working as a Recruiter at Amazon India where he is responsible for talent acquisition.
This document contains the resume of Sam Jamal. It summarizes his personal details, work experience as an HR officer in Qatar and Saudi Arabia, education qualifications and skills. His objective is to join an organization that values continued development. He has 6 years of experience in core HR functions across diverse industries with a focus on recruitment, performance management and training.
Mohan Sivakumar has over 7 years of experience in talent acquisition, sourcing candidates using techniques like social media recruitment and data mining. He has worked as an assistant manager, manager, and senior talent acquisition professional at various companies recruiting for roles in IT and non-IT. The document provides his contact information, career summary, key skills, and details on his work experience and responsibilities in talent acquisition roles at different employers.
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
Ravi G is seeking an opportunity with an innovative organization where he can utilize his competencies and contribute to the organization's growth. He has over 3 years of experience in lead generation, recruitment, and relationship management. Ravi has worked with Randstad India, Deymar Research Consulting, and Grabhouse in roles involving payroll processing, recruitment, screening candidates, conducting interviews, and building client relationships. He holds an MBA in HR and marketing and is proficient in Microsoft Office applications.
Shweta Mithul Desai has over 7 years of experience in human resources. She is currently working as a Specialist at Minacs Pvt. Ltd. where she is responsible for recruitment, compensation planning, training and development, and employee relations. Previously, she worked as an Assistant Manager at Reliance Communications Ltd. where she was involved in talent acquisition. She holds a Post Graduate Diploma in Human Resource Management and a Bachelor's degree in Commerce.
Currently associated with Tata Technical center INDIA at pune since 25th May 2015 to till date.
Worked with Randstad India ltd Conform June 2012 to May 22nd at Pune as Senior Consultant – (Client Relationship and Delivery)
Prasad has over 11 years of experience in talent acquisition, specializing in technology, analytics, and BFSI industries. He has expertise in full lifecycle recruitment including developing job descriptions, sourcing strategies, screening candidates, and negotiating compensation. Currently he is a Manager of Talent Acquisition at [24]7 Customer Pvt. Ltd., where he is responsible for middle and senior level hiring for technology and support functions. Previously he held talent acquisition roles at Scope International, WNS Global Services, and SearchWorks India Pvt. Ltd. Prasad has a BBA from Pondicherry University and a diploma in computer science.
This document contains a summary of Shawn Arbid's qualifications and experience in talent acquisition and recruiting. It outlines his 18+ years of experience in full life cycle recruiting, developing staffing strategies, and building relationships with hiring managers. It also lists his technical skills and software proficiencies. His experience includes senior recruiting roles at several companies, including Brunswick Corporation, Panduit Corporation, and Follett Higher Education Group.
1. Sasirekha Chowdary
_____________________________________________________________________________________________
Phone: 9000696000 Email: Sasirekha.chowdary@gmail.com
PROFESSIONAL SUMMARY
10 years of experience in Talent Acquisition/ Recruitment/Vendor Management/Leadership hiring.
Drivingand implementing various Recruitingprocesses likedemand forecasting& management, Sourcing
strategy, negotiations, vendor management, candidateengagement processes,refinement of evaluation
criteria,definition of servicelevel metrics etc.
Drivingrecruitment metrics(Fulfillment,TAT, Cost per Hire ,Offer-Joinee ratio,source/channel mix,company
tier mix, Diversity Mix)
Excellent experience in hiring BFSI domain.
Hands on experience in volume hiring, policy and process design, niche skill hiring, leadership hiring.
Strong interlockingwith Hiringmanagers and senior business leadersto understand open demand and define
best recruitment strategy for hiringrighttalent within defined SLA’s.
Recruitment Delivery/Operations/ Metrics Environment/Volume Hiring/ Demand Planning
Worked for global MNC’s (Lanco Global and Microsoft) with strongexperience in volume hiring.Adapt in
both JIT (Just in Time) & ‘Proactive’hiringscenarios.
Well versed in cost-effective implementation, aggressiveand creativerecruitment techniques.
Seasoned in Talent Acquisition,Account Management, Stakeholder Management, Operations Management,
ConstructiveDash boarding,Process Excellence& Team Management.
Ability to conceptualize, formulates, implement and monitor recruitment strategies as per organization
structure, existingcapabilities and businessplans.
Instrumental in capability buildingfromtalent perspective.
Ability to handlevolume recruitingin a fastpaced, structured environment, adheringto strictdeadlines and
deliverables
Devised strategic plans on the recruitment front to ensure that all channelsof sourcingis costeffective ( cost
savingto the company )
Spectrum of profiles handled:-
Recruited candidates atall levels,rangingfromDirectors,Vice Presidents, Technical Architects,Program/Project
Managers,Business Analysts and Consultants,TeamLeads, Business Analysts,Systems Analysts,Database
Analysts,Quality Analysts,Architects,Technical Consultants,Functional Consultants,Techno-Functional
Consultants,DBA's, System/Networking Engineers, System/Network Administrators,Developers and Testers were
sourced with expertise in the followingtechnologies.
EDUCATIONAL QUALIFICATIONS
Master of Business Administration in Human Resource Management.
Bachelor’s degree in Bachelor of Computer Application’s fromAndhra University.
PROFESSIONAL RECOGNITION
Awarded as “Best performance in Leadership Recruitments” in 2014 by Cotelligent for outstanding
deliverables.
Twice Received “Best recruiter” appreciation for significantcontribution in Microsoft India Pvt Ltd, which
pertains to difference made by spot excellence in the team.
2. WORK EXPERIENCE
Organization : PruTech Solutions India Pvt Ltd
Duration : June 2016 till date
Designation : Manager- Recruitments
Key Responsibilities:
Responsiblefor overall recruitment delivery for PruTech.
Leading a team of 12 Recruiters.
Developing and deliveringstrategic resourcingplans for clients,to produce high quality
candidates
Responsibleto provideend-to-end solutions to manpower requirements right from demand planning and
forecastingresourcerequirements, understandingthe current pyramid utilization,businessrationale
behind hiringwhilehighlightingrecruitment challenges if Any.. This is across clientBU’s & Practices.
Responsiblefor working with Business Leaders and hiringmanagers to forecastthe demand and define
recruitingplan quarterly/half yearly/yearly.
Drivingrecruitment metrics(Fulfillments,TAT, Cost per Hire,Offer-Joinee ratio,source/channel mix,
company tier mix,Diversity Mix)
Interface with HiringManagers to understand and validatethe demand.
Monitoring,reviewing and assessingthedevelopment of the recruitment team members. Offering
supportand guidanceto manage workflows.
Accountable for managingthe mid and Senior Leadership level recruitment function for various practices
from search,selection,assessmentand on boarding activities.
Buildingand Strengthening the market research,pipelinebuildingactivities,proactiveengagement
process with activeand passivecandidatepool
Review and build a Recruitingframework for mid and senior level recruitment function.
Drivingand implementing various Recruitingprocesses likedemand forecasting& management, Sourcing
strategy, negotiations, vendor management, candidateengagement processes,refinement of evaluation
criteria,definition of servicelevel metrics etc.
Managingrelations with internal customers,partneringwith them in workforce planningand execution of
the Recruitment process
Representing Recruitment in various discussion forums with BU Head & Delivery Executives.
Accountable for Team task distribution alongwith periodic reviews.
Execute proactiverecruitment plans based on RFPs and build a pipelineof possiblesubmissions.
Responsibleto design,implement, monitor and deliver Recruitment strategies againstthe open resource
demand for all the Business Units.
Build strong relationshipswith variousBUleaders to create an engagement cadence.
Responsibleto provideRecruitment dashboards / resourcesupply view/hiringplan/ updates on a
periodic basisto various BUleaders and other relevant stakeholders.
Organization : TechDemocracy LLC- Cotelligent India PVT Ltd
Duration : July 2012 – Nov 2015
Designation : Sr. Talent Manager TMG- US Recruitment
Key Responsibilities:
Planningrecruitment model and defining Strategy to get into board the Manpower required.
Complete cycleof Recruitment catering, Delivery Management, Requirement analysis,Distribution among
the recruiters,monitoringaggressivemarketing of the bench.
3. Qualitative & Quantitative Recruitment:
Fulltimeand Contact position of the clientand support them with W2 and CTC Consultantin Different
Visa Status; Understandingthe consultantsuitability of the position and submitthe consultant
accordingly.
Negotiation and All kind of Terminal Processingas per the company and clientrequirement.
Client Relationship Management:
Responsiblefor ongoing clientsatisfaction,futurerelationships.
Manages peer-level clientrelationships (expectations, communications,negotiations,escalation,
feedback, etc.)
Develops relationships with key client stakeholders and clientexecutives
Provides day-to-day project contactfor the client.
Support them with internal and market based consultant.
Organization : Fabergent INC
Duration : Feb '09 to June 2012
Designation : Head Recruitments – Indian Operations
Key Responsibilities:
Got TCS Chennai as Clientto work on TIBCO requirements.
Developed and implemented recruitment strategies and programs.
Prepare Quarterly Recruitment plan based on the business ask.
PreparingQuarterly recruitment event calendar and drivethe recruitment operations team.
Collaboratewith the Delivery Managers to strategize and meet their hiringnumbers.
Responsiblefor takingcomplete ownership of the entire recruitment Life Cycle.
Understandingand gathering the requirements from different BU leads and makingstrategies and hiring
plans accordingly.
Collaboratewith practiceleadership to assess needs,develop strategy and implement work plans to meet
the needs of various sectors & practiceareas
Responsiblefor interviewing, hiringdecisions,candidatesalary negotiation,offers and declines
Employee referral pay-outs & various schemes
Team Handling:
Helping& guidingthe team to achieveobjectives and high motivational levels.
Periodic monitoringof performance of the team and takingcorrectiveaction.
Mentoring and trainingof the new team members on the sourcingprocess,technical skills and resolves
operational team issues.
Team buildingand bondingexercises.
Vendor Management:
Builta largeand efficientvendor network by involvingthem in the business and recruitment process.
Responsiblefor vendor management, Quarterly review of the vendors in terms of their target met, quality
of candidatesupplied and getting their invoicecleared.
Market intelligenceand inputs.
4. Organization : Microsoft (Merit Trac)
Duration : April '08 to Feb ‘09
Designation : Technical Recruiter
Responsibilities:
As a Technical Recruiter I was handling the Complete Recruitment Life Cycle- Sourcing,Short-listing
Profiles,CandidateTracking,Technical Interviews,HRinterviews, Reference checks, and Follow-ups after
joining.
Played a key role as a technical recruiter managingboth aspects of recruitment hiringand building
relationshipswith BU’s.
Handled Complete PPM (PursuitProjectManagement) Vertical.
Weekly meetings with the BU Heads for their resourcerequirements
Interactingwith the technical / project managers for technical interviews & requirements.
Initial screeningand validatingtheprofilesbased on qualification,yearsof experience,number of
implementations,consistency in projectsandteamsize
Recruitingfor all levels of candidates,from Developers to Project Managers.
Co-ordination with Technical panel,schedulethe interviews and collectthe feedback.
Handlinginitial round of HR interview in order to judge the candidate’s suitability,attitude, academic &
professional qualification,experience,communication skillsetc, before forwardingitto the client.
Organization : Lanco Global Systems (LGS).
Duration : May '05 to April' 08
Designation : Sr. Resourcing Specialist
Responsibilities:
Recruited contract, contract-to-hire, and permanent high-end national and local positionsfor
Information Technology clients.
Managed multi-taskingrequirements
Scrutinizingresumes accordingto the skill setrequirement. Short listingsuitablecandidates against
requirements and conductingpreliminary interviews.
Head hunting, Cold calling,Advertising.
Handled complete Recruitment Life Cycle-Sourcing,Short-listingProfiles and Candidates Tracking,
Follow-ups,HR interviews and Reference checks.
Responsiblefor interviewing, hiringdecisions,candidatesalary negotiation,offers and declines
Preparingand releasingoffer letters to the selected candidates.
Conducting exit interviews,doing exit surveys
PERSONAL DETAILS:
Date of Birth : 24 April 1983