AAKRITI KHOSLA

• Hiring for SDE 2 backend development roles (across C++/Java/Python/Ruby on rails/C#.net) for multiple business lines like Prime_Tech, Ads_tech, Shopping experience, India Machine Learning and Amazon mini TV
• Led candidate experience project to drive better and prompt feedback mechanism to candidates once phone screen and onsite interviews are concluded
• As a part of the Internal Job Support team, involved to help the employees apply to internal job opportunities for job transfers
• As a full life cycle recruiter, I am involved in end to end Hiring effort/ Recruitment life cycle for external hiring
• Responsible to build a continuous and steady pipeline of amazing Software Development Engineers with 3 to 8 years of experience
• Sourcing effort includes conventional job boards, headhunting, employee referral, snowballing and networking
• Also, actively sourced and hired candidates through free job forums and social media channels such as Facebook, Linkedin and Linkedin Recruiter.
• Interviewing candidates via Phone Screens to determine fitment and presenting them forward for Online assessments and then Onsite Technical Interviews once they pass the assessment and Hiring Manager review
• Adept in assessing candidates for long term growth, including their domain interest levels, future aspirations and career goals
• Setting up Offer Prep calls and negotiating on Salary and offered benefits
• Making Offers through ATS (Amazon Hire) and running approvals to justify the offered compensation to Hiring Managers and HR business partners especially for exception offer
• Key Highlights:
• Recently felicitated with ABOVE AND BEYOND AWARD FOR Quarter 3 in TA townhall
• Felicitated for being the most active Recruiter from STORES TA in our APAC TA social media platform.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Collaborated with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Created and delivered HR training sessions to staff, managers and executives.
• Developed recruiting strategies to identify qualified candidates and build network.
• Collaborated with hiring managers to understand job requirements and expectations.
• Emphasized job benefits and perks to applicants to improve organization's attractiveness.
• Developed and implemented plans to improve recruitment process.
• I made 18 SDE2 hire-calls/Offer-calls and 5 SDE1 hire-calls within 7 months of my joining.
• Represented Tech team on CX (Customer Experience group): responsible for monthly reporting and supporting team members understand and adhere to 2&5 promise.
• Regular reporting helped improve the CX success metrics from 70% to 100% for 50% of recruiters
• Conducted a deep dive study on candidate experience to improve our success metric which is 44% against a goal of 80%
• Created and drafted a Post Offer selection program to drive better offer acceptance ratio and uniform candidate experience
• Took up hiring for leadership roles such as L6 & L7 Technical Product Management to expand my horizon into executive recruiting
• Working as a Sourcing lead to mentor existing recruiters to meet up the demand in terms of sourced profiles, interview event footfalls and getting candidate conversions.

• Wipro Limited is a global information technology, consulting and outsourcing company with services spanning financial services, retail, transportation, manufacturing, healthcare services, energy and utilities, technology, telecom and media

• Mid-level Hiring for Support function roles: End to end Mid-level hiring for support Functions for Wipro Business process services: Owning the recruitment for Tech based support functions like IT Management Group, Information Systems and Non tech verticals such as Quality Assurance
• Stakeholder Management:Consult with various client stakeholders to develop a deep understanding of business, growth and strategic objectives to distill the key recruiting goals/objectives, to then initiate/develop in-depth and innovative talent acquisition strategies and plans to fill vacancies
• Ensuring a weekly cadence with them to understand where we stand against the open positions
• Market Intelligence: Analyzing marketplace on the skills availability location wise, experience wise and suggesting business on the recruiting plans
• Optimal utilization of Sourcing channels to keep a healthy Sourcing Mix.
• Creating compliant and impactful Job Postings Using cost-effective & efficient tools like job boards, advertisement, social media, employee referral and direct walk-ins.
• Utilizing social media networks: Facebook, LinkedIn and twitter to enable inviting maximum and relevant applicants
• Hiring Process, Preboarding, onboarding and post-boarding:
• Working out a smooth hiring process ensuring thorough due diligence of pre-boarding framework (which involves complete documentation, required fitment checks, candidate engagement, background verification) until the joining and post joining coordination for induction and employee ID generation and ID Card handover
• Review and Reporting:Participating in review meetings and publishing weekly and monthly MIS reports for business stakeholders
• Achievements:
• Hired over 100 agency contractors in Wipro Infra teams which included Network L1/L2 Engineers, Windows System Admin Engineers, Avaya Voice Telephony L2 and L3 support Managers, Asset Management L1 engineers and Asset Managers across PAN India location such as 3 office locations in Mumbai, Delhi, Bangalore and Chennai
• Increased vendor throughput and felicitated top vendors for their active involvement in ramp up
• Got appreciation letters from a tough stakeholder for turning around niche hiring of Avaya Voice engineers, helped in sourcing and identifying 12 Level2 engineers across locations., IT Recruitment / Technical hiring.

Senior Associate-Talent Acquisition

• Publicis Sapient is a digital transformation partner helping established organizations get to their future, digitally-enabled state, both in the way they work and the way they serve their customers.
• Delivery and footfall:
• Reaching the defined targets for hiring of different job families effectively, currently focused on hiring for Senior Developers and Managers for Core Java, Java with micro services and cloud, Java full stack and XT/React/Angular/UI Senior Developers and Senior QA professionals
• Building a Steady Candidate pipeline:
• Building a healthy candidate pipeline by sourcing resumes actively from all possible sourcing channels such as job portals, professional networking websites like LinkedIn, Facebook, GitHub, and stack overflow etc., paid recruitment tools third party recruitment agencies and references from existing employees
• Continuously strive to maintain an optimal sourcing mix by maximizing hires through direct sourcing channels like job boards, social networks and employee referrals
• Maintained a direct source mix of 75% direct hires and 25% employee referrals
• Stakeholder Management and Reporting:
• Fostering strong relationships with hiring managers and senior business leaders to understand the open demands and define the best recruitment strategy for hiring the right talent within stipulated timelines
• Sharing the progress on open roles on a regular basis, communicating the early warnings of potential offer decline cases and working with hiring lead to brainstorm and resolve bottlenecks and other recruitment challenges
• Selection Process:
• Thorough involvement in sourcing, screening, selection process, offer negotiation, compensation closure and releasing formal job offers post necessary approvals
• Working with the onboarding team to ensure that joining and onboarding forms are filled in advance by the prospective new hires, before the joining date to have a smooth onboarding experience
• Candidate Experience:
• Ensuring best-in-class candidate experience and working towards fulfillment of organization objectives by hiring the best in the industry and acting as a point of contact and building strong professional relationships with candidates during the selection process which helps in generating potential leads and references for closing the open job mandates across various skills and job families
• Achievements:
• Facilitated as top performer in JAVA Hiring Tracks for Q2 and Q3, 2021 for closing maximum number of SDE2 Java offers 30 and 20 respectively and onboarding 15 and 19 candidates respectively for complex tech stack Java with Microservices and Java Full stack Sr. Developers.

• FIS is the world’s largest global provider dedicated to banking and payments technologies. Headquartered in Jacksonville, Fla., FIS employs more than 38,000 people worldwide and holds leadership positions in payment processing and banking solutions, providing software, services and outsourcing of the technology that drives financial institutions.
• Assistant Manager - Technology Hiring
• Moved to ITO Recruitment vertical within Recruitment team (HR function) wherein I was responsible for recruitment for skills across Application Services and Remote Infrastructure Management division.
• Handled end to end IT/Technology hiring for across level positions for Mohali location and I have also supported hiring for Remote Infrastructure Management for a critical project in Bangalore.
• Senior Executive - Support and Leadership Hiring
• Managing complete recruitment life cycle for positions across 13 support functions for 5 PAN India locations across BPO and ITO(Application Services) – sourcing till the onboarding effort
• Responsible for driving and maintaining a healthy source mix: through sources like Job Portals, Direct Walk-ins, - Employee Referral Program, Social Media and Vendor hiring
• Dealing with the Stakeholder/Business ensuring that the numbers are delivered as per the required eligibility and qualification specs of the position
• Taking care of complete joining formalities, coordination for induction, Issuing the food and temporary card, buddy assignment, handholding the support hires on the day of joining
• HR Operations :Handled the compensation validation and e-code creation for the new hires
• Looked into the pre and post boarding background and reference checks.
• Driven the pre-boarding program for the offered candidates to keep them engaged before their joining.
• Sharing and sending out the organization announcements / welcome mailers for the new hires.
• Achievements
• Have maintained an aggressive source mix of over 90% direct and referral sourcing throughout 2012,2013 and 2014
• Sourced and hired more than 215 resources within approved budget and stipulated time frame
• Awarded - Champion of The Quarter - Q4, 2013
• Awarded – Top Performer of the Year for hiring 120 corporate hires in 2013
• Awarded - Top Performer of The Quarter - Q1, 2014 & Awarded - Extra Miler - Q2, 2014

• vCustomer provides its high quality customer lifecycle solutions with an employee base of over 4000 employees through eight state-of-the-art facilities in the United States, India and the Philippines
• Group Lead - Talent Acquisition (Human Resources)
• Responsible for managing all aspects of recruitment life cycle from mid - level to senior management positions for a diverse portfolio of corporate positions
• Collaborate with business leaders to facilitate strategic, effective and efficient recruiting processes including preliminary screening tests, recruitment forms and reference and background checks
• Prepare and publish Talent acquisition performance dashboard to senior management with highlights and lowlights supported by action plans
• It includes status reports on: Offer to Join ratio, Recruitment Source Mix, total mandates closed with TAT, approach on open mandates, recruiting events and all other relevant updates
• Pivotal in Devising plans to increase candidate flow via social media sites in addition to traditional Job boards, networking, employee referrals, sourcing partners and headhunting.

• Code Platter Softwares Limited Is emerging global IT Solutions Company.Since its inception has emerged as one of the fastest growing Offshore Software Development Company, as we have wide range of global clientele.
• Client Focus : High focus on maintaining the accounts and assisting in business development for new clients
• Handled day to day interaction with the clients on the requirements and furnishing them with relevant profiles Handled clients foremost in IT and ITES Domain
• Team Management: Handled a team of 6 recruiters and mentored them on resume sourcing, screening and evaluating for fitment against the open Jobs. Guiding them through difficult/niche position hiring Maintaied reports and trackers to ensure proper tracking and effective utilization of sourced talent
• Recruitment (IT):Recruited for clientele across the IT industry from mid-sized organizations to established Software services & product organizations across locations
• Achievements
• Got promoted to the position of Assistant Team Lead within a span of three months
• Successfully placed candidates in different industries ranging from Legal, Outsourcing (ITES: BPO/KPO/LPO), Information Technology in domains of Software Engineering (JAVA/J2EE Technology), Website Marketing (SEO), Website Development (ASP.NET Technology), Contract Drafting and Patent (Intellectual Property), Word Processing, Litigation Support, Marketing Data Analytics, Customer Service Executive
• Successfully closed one US Based (Business Development Manager-Elearning) position which generated revenue of above 3.5 Lacs and helped me achieve my quarterly target
• Closed 5 mid/senior level positions, 3 individually and 2 through the team in a short span for our premier client Hays (Recruitment MNC) in PeopleSoft domain.

• Empyrean Partners is a Human Resource Consultancy which delivers robust, insightful and decisive human resource solutions across the globe to clients varying from Global fortune 500 to start- up firms
• Consultant - Recruitment
• Hired into Legal hiring practice team and the role involved extensive sourcing through conventional job boards, headhunting, networking and LinkedIn, validating the right candidates on the basis of the requirement(s) through various sources.
• Identifying the candidates through Networking (references & other social networking sites).
• Conducting detailed Tele-Interviews of networked candidates and checking their suitability for the same, briefing them about the requirement to know their willingness, communication skills and personality.
• Arranging the interviews (Personal/Telephonic) for the short-listed candidates according to the convenience of both the candidate and client.
• Follow up with the clients and candidate regularly to know the interview results/status.
• Scheduling and helping the two ends in final negotiations and joining formalities and Monitor the joining of the candidate into the Client Compan
• Market Intelligence : Company & Industry Mapping to deliver market insights and trends based on the client requirements.
• Onboarded and managed new client accounts to boost retention rates.