Aarti Misal

1. End-to-End Talent Acquisition

• Lead end-to-end recruitment across technical, commercial, operational, and corporate roles, from junior to senior leadership.

• Manage the complete hiring lifecycle including manpower planning, sourcing, screening, interviewing, offer management, and onboarding.

2. Stakeholder & Leadership Management

• Partner with senior leadership, and functional heads (Marine, Technical, Legal, Finance, Operations, technology, Commercial, Automation) to align hiring with business objectives.

• Act as a strategic hiring advisor, providing insights on market trends, talent mapping, and compensation benchmarking.

3. Strategic Sourcing & Talent Mapping

• Execute strategic sourcing using LinkedIn Recruiter, ATS, industry networks, referrals, job portals, and executive search.

• Build strong talent pipelines for niche and hard-to-fill roles, especially within maritime, shipping, and logistics sectors.

4. Interview & Selection Management

• Conduct competency-based interviews and coordinate structured technical and leadership interview panels.

• Ensure objective assessments aligned with role requirements, cultural fit, and organizational values.

5. Employer Branding & Candidate Experience

• Strengthen employer branding and represent the organization professionally in the external talent market.

• Deliver a consistent and positive candidate experience from initial engagement through onboarding.

6. Leadership Hiring & Coordination

• Support senior leadership hiring including Department Heads and Regional Heads.

• Collaborate with regional and global offices (e.g., US and Dubai) to align hiring strategies, timelines, and expectations.

• Manage cross-border recruitment coordination and stakeholder alignment.

7. Recruitment Analytics & Reporting

• Track and analyze key TA metrics such as Time to Hire, Cost per Hire, Source Effectiveness, and Offer-to-Join ratios.

• Prepare recruitment dashboards and reports for leadership review and workforce planning.

8. Process Improvement, Vendor & Compliance Management

• Drive TA process improvements, standardization, and best practices to enhance hiring efficiency and quality.

• Manage recruitment agencies and executive search firms, including performance and ROI evaluation.

• Ensure compliance with internal hiring policies, data privacy laws, and regulatory standards.

1. End-to-End Recruitment Lifecycle

• Managed the full recruitment lifecycle including sourcing, screening, interviewing, salary negotiation, offer rollout, background verification, and onboarding.

2. Campus & Early Talent Hiring

• Led campus recruitment and internship hiring, coordinating with academic institutions and representing the organization during recruitment drives.

3. Job Description & Requisition Management

• Developed and customized job descriptions aligned with business requirements and approved hiring requisitions.

4. New Hire Induction & Onboarding

• Conducted induction and orientation programs to ensure seamless onboarding and faster integration of new hires.

5. Recruitment Analytics & MIS Reporting

• Maintained recruitment MIS, dashboards, and hiring reports to enable data-driven decision-making.

6. Stakeholder Collaboration

• Partnered with business unit heads and hiring managers to define recruitment strategies, resolve bottlenecks, and ensure timely hiring closures.

7. Recruitment Vendor Management

• Managed external recruitment vendors, including contract negotiations, renewals, performance tracking, and payment coordination.

8. Employee Referral Program Management

• Administered the employee referral program, managed referral portals, published job openings, and coordinated interview processes.

9. Leadership & Executive Hiring

• Sourced and mapped talent for leadership and strategic roles across multiple business functions.

10. Candidate Experience & Engagement

• Enhanced candidate engagement and experience across the hiring lifecycle, reducing offer dropouts and early attrition.

• Managed end-to-end recruitment lifecycle for multiple client accounts, from requisition understanding and talent sourcing to offer rollout and onboarding support.
• Executed candidate sourcing and screening using job portals, LinkedIn, internal databases, and referrals to build quality talent pipelines.
• Coordinated and managed interview scheduling and stakeholder communication, ensuring smooth and timely interview processes.
• Led offer management and salary negotiations, aligning candidate expectations with client budgets and compensation frameworks.
• Provided onboarding coordination and post-offer engagement to ensure successful candidate joining and reduce dropouts.
• Maintained strong client relationships, ensuring service delivery aligned with hiring timelines, quality benchmarks, and business expectations.