Ria Dutta

Supporting Multiple Clients (Client list below)

Ontario Energy (ONIT Group)(Sept 2023 – Mar 2025)- Individual Contributor

• Spearheaded recruitment for all four banners under the ONIT umbrella, owning the entire recruitment process for this high-growth startup.
• Overhauled recruitment process from intake to onboarding, reducing Sales recruitment attrition by 25% in the first year.
• Managed 20–30 requisitions at a time, fully owning the 360 recruitment process for entry, mid-level to executive searches.
• Delivered 160+ hires in 2 years, including 120+ sales hires, exceeding hiring goals during expansion into 13 U.S. markets.
• Developed proactive sourcing strategies in high-turnover regions; maintained a 90%+ submission acceptance rate.

Webuild (Apr 2025 – Present) - Individual Contributor

• Leading Talent Acquisition Playbook creation, interview guides and feedback processes to standardize recruitment.
• In the absence of an ATS, built a comprehensive advanced Excel tracking system to monitor recruitment KPIs, including time-to-fill, time-to-hire, cost-per-hire, conversion rates, net promoter scores and diversity hires.
• Played a pivotal role in building exclusive talent pipelines for niche roles, ensuring seamless succession plans and future-proofing the organization against potential skills shortages.
• Partnered with leadership to forecast workforce needs and create scalable recruitment processes for multi-billion-dollar infrastructure projects.

Wilson RPO (May 2025 – Present) - Individual Contributor

• Managed 50+ open requisitions at any given time, primarily high-volume, direct labor associate-level roles.
• Took over full operations after 2 team members went on bereavement leave; closed 14 of 26 requisitions within 6 weeks.
• Earned phenomenal client feedback for delivery speed, candidate quality and stakeholder management.
• ATS optimization initiative: spearheading migration and process alignment as the organization moves from Avature to Oleeo, improving hiring manager adoption and reporting accuracy.

• Scaled this startup from 8 founders to 101 employees before acquisition, managing 38 direct reports and 15 freelancers while driving both delivery and strategic growth.
• Led high-volume, diverse recruitment across account management, business development, technology and other strategic roles, with a strong emphasis on stakeholder management.
• Owned end-to-end HR onboarding from payroll setup and recruitment strategy to final onboarding ensuring a seamless employee experience.
• Built long-term talent pipelines, vendor partnerships and campus programs to sustain growth.
• Operated across Asia-Pacific and North America, adapting quickly in a fast-paced, constantly evolving environment that demanded agility and resourcefulness.

Ontario Line Expansion Project

• One of the first 10 Toronto hires for $9B subway expansion; reduced projected staffing budget overrun from $7M to $1M.
• Launched DEI initiatives, early career programs, and employer branding campaigns, increasing organic search traffic by 20%.
• Reduced time-to-hire by 31% via process improvements and technology adoption.
• ATS optimization initiative - partnered with HR and IT to streamline recruitment data, standardize dispositioning and prepare for migration to new ATS

• Spearheaded a critical recruitment drive during the launch of the President’s Choice app, filling 29 of 50 senior developer roles by leveraging a targeted sourcing strategy using the Shopify layoff talent pool - matching identical portfolio skills.
• Led AVP-level and senior technical recruitment, including hiring manager intake calls, strategic sourcing and coordinating technical interviews.
• Designed and executed multi-pronged sourcing strategies using niche platforms, LinkedIn Recruiter, Lever, and Workday to identify top talent.
• Acted as a brand ambassador, promoting culture, career growth, and benefits to candidates while maintaining strong partnerships with hiring leaders and executives.
• Monitored recruiting metrics (time-to-fill, cost-per-hire, source effectiveness) and maintained accurate ATS records to ensure recruitment efficiency and compliance.

• Initially brought on as a contractor to backfill a maternity leave position for one of the IT leads, filling critical IT and product roles. Contract extended beyond the original term due to strong performance and evolving business needs.
• Owned full-cycle recruitment for all IT roles in the Canadian Tire retail marketplace, managing a team of senior recruiters to meet immediate and long-term talent demands.
• Played a key role in the Taleo-to-Workday transition, working cross-functionally to advise on best practices during system integration and pilot implementations in Calgary (first pilot) and Toronto (second pilot).
• Led strategic sourcing via LinkedIn Recruiter, Lever, Taleo, Indeed, ModernHire, and niche tech platforms; attended tech conferences and meetups to expand talent pipelines.
• Partnered with IT leadership to forecast hiring needs, develop targeted job descriptions, and run structured technical, behavioral, and skills-based interviews.

Montreal-based Emerging Home Security Company

• Designed and implemented the sales hiring strategy for a high-volume recruitment drive, hiring 100+ field sales representatives in just six months to promote home security solutions.
• Implemented BambooHR and leveraged Lever as interim ATS solutions, leading system setup, process design, and vendor management for recruitment technology.
• Built and launched a recruitment dashboard to track metrics, pipeline health, and recruiter performance, improving hiring visibility and decision-making.
• Partnered with sales directors to forecast annual hiring needs, craft compelling job descriptions, and source candidates through events, career days, social media, and databases.
• Managed the full-cycle recruitment process, from sourcing and screening to offers and onboarding, ensuring a strong talent pipeline despite rapid growth targets.
• Although the company later shut down, the recruitment framework and dashboard design remained a scalable model for high-volume sales hiring.