DEEPAKSHI GULATI

Driving Procol’s full-spectrum HR function—leading Talent Acquisition, HRBP, Culture, and People Strategy for a fast-scaling B2B SaaS org.

Achievements:

• Reduced interview-to-offer ratio from 10:1 to 5:1 in 3 months by overhauling hiring funnel and qualifying criteria.
• Increased candidate-to-join conversion by 35% through robust engagement, value-selling, and pre-offer connect strategies.
• Improved eNPS by 25 points through employee listening, focused interventions, and culture rituals.
• Built comprehensive HR analytics dashboard tracking offer-dropout rates, time-to-fill, top-funnel metrics, and pulse scores.

Responsibilities:

• Lead end-to-end recruitment across all functions & levels—including CXO and Leadership hiring, owning stakeholder management and closure.
• Manage TA team performance, mentorship, and alignment with quarterly growth plans.
• Solely manage Payroll, Compliance, and Employee Grievance Redressal for the organization.
• Own TA metrics: Time-to-Hire, Offer-to-Join Ratio, Sourcing Mix, Top-Funnel Health, and Attrition Source Mapping.
• Drive Career Charters, creating structured growth paths and competency frameworks across functions.
• Partner with founders on strategic org design, workforce planning, and people policy alignment.

• Built company-wide recruitment strategy, resulting in a 20% increase in candidate pool within 6 months.
• Led a team that successfully closed 100+ positions annually with an average time-to-fill of 45 days.
• Achieved 45% reduction in time-to-hire and 35% drop in attrition through process redesign and structured assessments.
• Drove data-backed hiring by leveraging analytics to optimize sourcing mix, conversion ratios, and hiring efficiency.
• Managed end-to-end recruitment for multiple roles—sourcing, screening, interviewing, offer rollouts, and onboarding.
• Strengthened stakeholder partnerships and enhanced candidate experience through proactive feedback loops.
• Executed employer branding initiatives and built talent pipelines across functions and experience levels.

• Designed and implemented end-to-end HR processes, including recruitment strategy, onboarding frameworks, and employee lifecycle management for a growing consulting business.
• Built and standardized HR policies, SOPs, and compliance checklists aligned with local labor laws and business needs.
• Oversaw payroll processing, leave and attendance management, and ensured statutory compliance.
• Developed and conducted induction programs, soft skill training sessions, and performance evaluation systems to support professional development and engagement.
• Acted as the single point of contact for all employee grievances, conflict resolution, and performance improvement plans.