Bharat Bhartia

• Working with the CEO and Founder to create and implement the entire TA strategy to scale to 400 from 90 for the organization including Tech and Non Tech.
• Key roles closed in house – Sr VP Product, VP Retail, VP Operations, VP Finance, Head Digital Marketing.
• Providing a realistic talent landscape to the organization
• Working on continuous improvement of recruitment funnel both in Quantity and Quality.
• Improve our external employer brand visibility, Glassdoor increased from 2.9 to 4.4 +.
• Create an implement the candidate feedback mechanism to ensure 90+ % of candidates were provided interview feedback.
• Training Leaders to conduct positive interviews and provide constructive feedback.
• Scaled up employee referral by 30%.
• Create forward looking talent pools for leadership and critical roles.
• Manage the entire hire to retire cycle as an added responsibility

• Create and execute the overall TA strategy for the GDC in India
• Design and implementation of the India GDC compensation figures Setup of the entire TA process, Manpower planning and delivery, Maintaining cost per hire at < INR 40000 and TAT< 50 days
• Create and implement the entire campus strategy
• Maintain offer declines at less than 20%.
• Scaled up the GDC from 100 to 400 + in 24 months.
• Managed the entire scale up with a team of 2 to 6 maintaining
• Run and manage recruiting shared services for EMIA – scope includes all hiring of site personnel from India, administrative recruiting tasks ( ~500 offers a year all in house with a team of 6)
• Created and implemented the roadmap to scale up the UAE office with 90 + offers in 5 days which accelerated our growth by 2 months.

• Assessing client needs specially in the startup ecosystem- Developing plan for recruitment to facilitate right selection and fit for the client companies.
• Providing client advisory on talent availability and alternative skills to client organizations
• Creating long term relationships with candidates to build a highly scalable network of professionals.

• Involved in defining recruitment project framework used in significant ramp-ups including team structure, tools, processes and measures.
• Setting targets and measuring results for the recruitment process like investment ROI, efficiency and performance.
• Design the entire recruitment advertisement strategy for Atkins in India.
• Creating and maintaining talent pools to endure fast turnaround for business needs.
• Negotiate offers and suggest the right salary mix to the hiring managers to protect profitability and rate card.
• Scaled up the Gurgaon office from 0-120 in 3 months.
• Managed the roll out of 450 offers/year with a team of 3 maintaining
• Manage the entire recruitment branding initiative for Atkins in India

During this time I have worked primarily on technology recruitment across India and the US for marquee Clients such as Infosys, Sun Micro Systems, Oracle, Capital One, Nokia, Amazon, Dell etc. The roles involved sourcing, interviewing and client management.