Akanksha Utreja

• Reported Directly to Co Founder and Director
• Directly monitored Pan India Hiring - for 8 Direct Branches including IT and Non IT Hiring
• Update current and design new recruiting procedures (e.g
• Job application and onboarding processes)
• Supervise the recruiting and operations team and report on its performance
• Keep track of recruiting metrics (e.g
• Time-to-hire and cost-per-hire)
• Implement new sourcing methods (e.g
• Social recruiting and Boolean searches)
• Review recruitment software and suggest the best option for company needs
• Research and choose job advertising options, advise hiring managers on interviewing techniques
• Recommend ways to improve our employer brand
• Coordinate with department managers to forecast future hiring needs
• Participate in job fairs and career events
• Lead the Workforce for short-term and long-term workload forecasting, scheduling, real-time resource management and proactively working to meet daily metrics by staying in constant communication with teams
• Ensured delivery of key metrics, identifying and implementing process improvement
• Executed communication strategy for regular center results provided to the executive leadership team by demonstrating the ability to synthesize quantifiable data into easy-to-understand actionable recommendations through a consulting mindset
• Increased efficiency by recommending staffing strategies that support the needs of a multi-skilled organization
• Acted as Workforce Management Planner as per business requirements
• Served as a bridge partner and advisor to leadership teams
• Partnered with operations to coordinate all required training for the Drivers and Onboarding support functions
• Designing and implementing company policies that promote a healthy work environment
• Engaging and Managing Vendors, thoroughly making them understand the work requirements of each branch, and fulfilling them through various sources like job portals, references, headhunting, networking sites
• Coordinating with the managers and candidates for interviews and sending interview emails and reminders
• Collecting post-interview feedback from the candidates and providing updates on the hiring process/status
• Communicate the hiring status regularly with the reporting authority
• Discussing the difficulties and coming out with strategies to fill the open position
• Implement new ideas and strategies for the recruitment process
• Ensuring that an adequate number of qualified candidates are submitted for all assigned client requirements promptly
• Conducting the HR round of interviews to ascertain the candidate's suitability in terms of competencies, aspirations, skills, stability factors, and maturity level (based on work, position, salary, relocation aspects, etc)
• Expertise in headhunting and mapping and skilled with hiring techniques from social media like LinkedIn, Facebook, IIM's jobs, etc
• Along with a strong referral network
• Prepare and deliver in-house training module for headhunting, mapping, and sales hiring
• Developing compensation and benefits plans
• Supporting and suggesting improvements to the entire recruitment process and documenting the same
• Discuss employees' career development paths with managers
• Monitor HR metrics (e.g
• Turnover rates and cost-per-hire)
• Review departmental budgets
• Organize learning and development programs.
• Managed annual budgeting process for the human resources department, ensuring sufficient allocation of resources towards strategic initiatives
• Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives
• Led talent acquisition teams in identifying top-tier candidates for critical organizational roles
• Conducted thorough workforce analyses to identify areas of improvement and develop targeted solutions

• · Setting objectives for the HR team and tracking progress
• · Designing and implementing company policies that promote a healthy work environment
• · Developing compensation and benefits plans
• · Supporting and suggesting improvements to the entire recruitment process and documenting the same
• · Discuss employees’ career development paths with managers
• · Monitor HR metrics (e.g. turnover rates and cost-per-hire)
• · Review departmental budgets
• · Organize learning and development programs
• · Ensure HR staff addresses employees’ requests and grievances promptly
• · Maintain HR procedures that comply with labor regulations
• · Responsible for searching, screening, and recruiting candidates for various skill sets as per the job specifications.
• · Thoroughly understand and work on the requirements of the client and fulfill them through various sources like job portals, references, headhunting, and networking sites.
• · Responsible for handling IT and non-IT staffing requirements from US-based clients on W2, Corp-Corp (C2C), and 1099.
• · Advertising/Posting Jobs in ATS, job portals, and social networking channels (Dice, Monster, CareerBuilder, LinkedIn, Facebook, etc.)
• · Designing/modifying the job description based on the client's requirements
• · Conducting initial interviews by phone to determine the experience and skill level.
• · Negotiating pay rates with candidates

• · Provide the candidates with complete information about the client requirements, job description, and the terms and conditions of employment
• · Following up with the candidates throughout the recruitment process and maintaining a good relationship even after the placement
• · Coordinating with the managers and candidates for interviews and sending interview emails and reminders.
• · Collecting post-interview feedback from the candidates and providing updates on the hiring process/status
• · Communicate the hiring status regularly with the reporting authority
• · Discussing the difficulties and coming out with strategies to fill the open position
• · Implement new ideas and strategies for the recruitment process
• · Ensuring that an adequate number of qualified candidates are submitted for all assigned client requirements promptly.
• · Responsible for the candidate’s complete offer management.
• · Help with preparing W2 Contractor enrollment documents, Offer Letters, Professional Services Agreements, and Work Orders.
• · Handling the Candidates’ queries thereby being a SPOC in completing the onboarding process.
• · Responsible for initiating Background checks for the candidates who have been offered.
• · Working closely with the BGV team and ensuring the BGVs are completed in a stipulated time frame.
• · Collecting the necessary documents and details from the candidates' post-offer for smooth Onboarding purposes.
• · Help with Initiating Drug tests for the candidates through a confidential 3rd party agency
• · Collecting and managing the consultants' onboarding documentation as defined by the clients.
• · Handling the Candidates’ queries and updating the client regarding the same.
• · Ensuring the client & candidate questions or problems are satisfactorily resolved, maintaining client and consultant documentation.
• · Responsible for preparing onboarding tracking reports regularly and emailing clients on the onboarding status
• · Preparing monthly metrics, monthly submissions, interviews, offer and hire reports, and collating data for recruiters’ scorecards.

• · Preparing quarterly performance reports on a client-by-client basis
• · Working on the redeployment of consultants
• · Collecting requirements, submitting the consultants, confirming the best rates for consultants, following up on interview schedules, and closing the best deals as per the client's requirements.
• · Conducting phone interviews and screening for hiring recruiters for the offshore team
• · Conducting reference checks and employment verification checks for in-house consultants
• · Supporting the recruiting team by formatting resumes and drafting Recruiter’s notes as per the client standards and submitting resumes
• · Handling employment verification requests sent by 3rd parties/agencies

• · Involved in the complete recruitment cycle starting from getting the requisition from the client to the candidate joining.
• · Coordinating interviews with the hiring managers
• · Following up on the interview process status
• · Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
• · Communicating employer information and benefits during the screening process
• · Staying current on the company’s organization structure, personnel policy, and federal and state laws regarding employment practices
• · Serving as a liaison with area employment agencies, colleges, and industry associations
• · Completing timely reports on employment activity
• · Conducting exit interviews on terminating employees.
• · Expertise in leadership hiring and CXO-level hiring across sales, marketing, Finance & Engineering roles across industries. (Especially Global Marketing roles)
• · Responsible for sourcing talented candidates according to the job description of the Senior Person in a particular dept. through internal databases, group referrals, job portals like Monster.com, Times.com, and headhunting, Social Networking sites
• · Handling profiles of Junior Level, Middle level & senior level into Technical and Non – technical.
• · Scheduling interviews by calling candidates telephonically/through e-mail
• · Conducting the HR round of interviews to ascertain the candidate’s suitability in terms of competencies, aspirations, skills, stability factors, and maturity level (based on work, position, salary, relocation aspects, etc).
• · Expertise in headhunting and mapping and skilled with hiring techniques from social media like LinkedIn, Facebook, IIM’s jobs, etc. along with a strong referral network.
• · Prepare and deliver in-house training module for headhunting, mapping, and sales hiring

· Involved in the complete recruitment cycle starting from getting the requisition from the client to the candidate joining.

· Coordinating interviews with the hiring managers

· Following up on the interview process status

· Maintaining relationships with both internal and external clients to ensure staffing goals are achieved

· Communicating employer information and benefits during the screening process

· Staying current on the company’s organization structure, personnel policy, and federal and state laws regarding employment practices

· Serving as a liaison with area employment agencies, colleges, and industry associations

· Completing timely reports on employment activity

· Conducting exit interviews on terminating employees.

· Expertise in leadership hiring and CXO-level hiring across sales, marketing, Finance & Engineering roles across industries. (Especially Global Marketing roles)

· Responsible for sourcing talented candidates according to the job description of the Senior Person in a particular dept. through internal databases, group referrals, job portals like Monster.com, and Times.com, and headhunting, Social Networking sites

· Handling profiles of Junior Level, Middle level & senior level into Technical and Non – technical.

· Scheduling interviews by calling candidates telephonically/through e-mail

· Conducting the HR round of interviews to ascertain the candidate’s suitability in terms of competencies, aspirations, skills, stability factors, and maturity level (based on work, position, salary, relocation aspects, etc).

· Managing the complete recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements and sourcing strategies for each business division.

· Vendor Management (floating requirement to different channel partners), sourcing profiles through vendors, internal portals, & various other channels like Naukri, Facebook, etc & giving feedback.

· Accountable for closing all open positions within TAT and defined budgets.

· Responsible for Compensation discussions, closing candidates, and presenting offers

· Stakeholder management includes the following responsibilities:

o Doing calibration with hiring managers to understand the position requirements and propose potential hiring solutions

o Suggest to the hiring manager on various plans and drive the process, sourcing/ screening by utilizing various channels based on requirements.

o Facilitate daily tracking and submitting data/reports with the management and other key stakeholders

· The smooth joining of candidates i.e. managing the onboarding process.

· Complete Lateral Recruitment Life Cycle Expertise in Regular Hiring

· Adroit in executing the entire spectrum of hiring activity for several key accounts.

· Proficient in chalking hiring plans and deployment of sourcing channels (Job boards, Walk-ins, referrals, etc.) towards their successful execution.

· Designing job descriptions and job requirements according to the needs of the Middle & Senior levels.

· Participated in campus hiring and had gone to multiple campuses for GT’s hiring.

· Working on SAP as one of the recruitment management systems & using it to design the salary structure of the candidate as well.

· Have a working knowledge of Taleo as well.

· Facilitate the internal mobility process and ensure successful and timely movements.

Responsibility & Job profile includes

· Responsible for sourcing talented candidates according to the job description of the Senior Person in a particular dept. through internal databases, group referrals, job portals like Monster.com, Times.com, and headhunting, Social Networking sites

· Handling profiles of Junior Level, Middle level & senior level into Technical and Non – technical.

· Scheduling interviews by calling candidates telephonically/through e-mail