Deepshikha Sharma

• Lead large scale PAN India hiring across 160+ cities, building and scaling teams across Field & Tele Collections and multiple financial services products. Working with regional HRs to solve hiring across PAN India.
• Own end-to-end hiring for Lending - Collections (Tele / Field / agencies), Housing Loans, Personal Loans; Insurance - Health & Motor (Sales & Claims), and centralized corporate functions (CX, Process Excellence, Business Ops).
• Owning HR Hiring for group entities across the organization.
• Partner closely and high visibility with CEO, CXOs, and senior business leaders, managing a high stake stakeholder ecosystem to drive hiring strategy, prioritization, and faster decision making
• Manage leadership and pedigree hiring, including Vertical Heads, Program Managers, and senior leadership roles for my charters.
• Built, scaled, and led a high performing TA organization of 12-20 recruiters, including 2 managers, with a strong focus on capability building, performance management, and delivery excellence

• Successfully hired 800+ employees in 1.8+ years across diverse roles, levels, and geographies
• Built a strong in-house sourcing engine, achieving 90%+ hiring through internal channels and significantly reducing vendor dependency
• Scaled employee referral hiring from 5% to 30%, improving quality of hire and cost efficiency, by reducing cost from 80% to almost 5%-10% within 1.8 year.
• Played a key role in standardizing and stabilizing TA processes across the organization, enabling governance, scalability, and consistency
• Led talent mapping and market intelligence for niche, leadership, and hard-to-close roles
• Known for strong data storytelling, converting dashboards and market insights into leadership ready narratives that drive hiring and business decisions

• Designed and implemented offer approval frameworks for bulk hiring, introducing incentive structures to improve acceptance and joining ratios
• Built a comprehensive Talent Acquisition Handbook, documenting hiring frameworks, SOPs, governance models, and best practices
• Led implementation and optimization of multiple ATS platforms, improving tracking, reporting, and stakeholder visibility
• Drove continuous process improvement with a strong problem solving and detail oriented mindset, addressing hiring bottlenecks at scale
• Built customized assessment led hiring frameworks to strengthen evaluation quality across functions and levels.

• Partnered closely with the CEO & other founders, Head of HR, and leadership team to design and execute short and long term nontech talent acquisition strategies across CX, Business, Marketing, Sales, Brand, and Operations
• Led leadership hiring in ambiguous environments by shaping roles without formal JDs, aligning org needs with capability requirements, and delivering closures within aggressive timelines
• Managed day to day delivery and performance of the TA function, leading a team of 3 recruiters and overseeing end-to-end hiring outcomes
• Closed multiple C-level and Head roles within a single quarter, including Head of CX, Head of Sales & Distribution, Head of Cards & Portfolios, Head of Operations, and Head of Brand
• Successfully hired niche and hard to fill roles such as Investment Research, Government Affairs & Public Policy, Fintech Partnerships, and Strategy
• Built scalable recruitment processes and SOPs to support growth stage hiring and leadership bandwidth
• Designed and implemented recruitment dashboards and metrics to track hiring efficiency, quality, and progress; presented weekly status reports to Comp & Ben and HR leadership
• Built strong external talent pipelines through advanced LinkedIn sourcing, market networking, and platform optimization
• Coached hiring managers on structured interviewing, calibration, and candidate debriefs to improve hiring accuracy and decision-making
• Drove continuous process improvement initiatives to enhance speed, consistency, and candidate experience
• Rolled out recruitment & selection training for hiring managers
• Defined and drove sourcing and assessment methodologies focused on long-term talent quality
• Partnered with Social Media team to strengthen employer branding and talent storytelling
• Built SOPs for induction & orientation, including a redesigned welcome and onboarding experience
• Introduced interactive engagement initiatives to improve offer to joining conversion
• Led strategy for campus hiring
• Collaborated with HR and Comp & Ben to refine salary bands, designation mapping, and role architecture
• Optimized and drove full adoption of Lever ATS, creating standardized workflows and usage processes
• Contributed to the development of the HR Handbook.

(Progressed from Sr. Talent Acquisition Specialist)

• Scaled internally from Sr. TA Specialist to Associate Director, leading 40+ recruiters and owning TA strategy across businesses during 0–1, 1–10, and 10–100+ growth phases
• Built business hiring engines and TA processes from scratch; translated hiring metrics and BP insights into scalable, revenue impacting strategies
• Drove high volume and leadership hiring, closing 400 - 500 positions monthly across associate, mid, and senior leadership levels
• Built Test Prep Sales org from 14 to 2,500+ hires in 18 months, delivering a 60% direct hire mix, 30% referrals, 10% vendors, and ₹3 Cr cost savings
• Reduced vendor dependency to 0% by 2021, optimizing cost while maintaining hiring speed.
• Designed and implemented BYOD allowance, significantly reducing asset and office space costs
• Led K12 pilot hiring: onboarded 350 employees in 15 days under aggressive timelines
• Increased organization wide referral hiring from 5% to 30% through structured referral campaigns
• Hired 15+ VPs, 10+ AVPs, and 60+ Directors/ADs across category, sales, and business functions
• Built a team of HRBP for different teams across the organization.
• Owned TA strategy for group companies - Mastree, Graphy, and Relevel, including international hiring (US & India)
• Partnered with business leaders on workforce planning, Joiner Projections, AOP planning discussions, and weekly stakeholder reviews
• Built, coached, and mentored TA leaders and recruiters; introduced manager negotiation training to protect margins and improve closure rates
• Managed the largest vendor ecosystem; led onboarding, negotiations, utilization, and cost optimization
• Acted as HRBP for Sales for ~1 year: led performance management, PIP policy, designation mapping, salary benchmarking, engagement programs, and exits
• Managed complex employee relations, POSH cases, and grievances
• Designed and rolled out IJP policy, Manager Training Program, interviewer training & certification, and AMA sessions with leadership

• Implemented and scaled ATS, including SOPs and training for hiring managers and recruiters
• Led selection and rollout of assessment tools (personality, functional, leadership) through internal and external benchmarking
• Built competency frameworks and revamped hiring processes aligned to role based competencies
• Transitioned and standardized offer release process from HR Ops with end-to-end SOP ownership
• Created HR training SOPs and TA process documentation at org and group level

• Led and mentored a team of 3 recruiters, owning end-to-end recruitment strategy and delivery.
• Reduced hiring turnaround time from 30 days to 14 days, successfully for bulk hiring roles and to maintain 90+% offer-to join ratio while maintaining quality standards.
• Driving In-house sourcing through strategic vendor optimization, employee referrals, and ATS pipeline nurturing.
• Partnered with hiring managers to understand workforce needs, budgets, and timelines; hired high-performing specialists across functions by
• Designed and implemented recruitment matrices, sourcing strategies, and pipeline frameworks to improve efficiency and quality of hire
• Delivered the highest CSAT score of 9/10 (internal & external stakeholders) through enhanced candidate and stakeholder experience
• Managed full recruitment lifecycle: job postings, sourcing, screening, interviewing, offer negotiation, and onboarding
• Tracked and presented key hiring metrics and insights to leadership for data-driven decision-making
• Drove diversity hiring initiatives, enhancing representation across teams and achieving balanced gender ratios in new hires.
• Rolled out structured interviewing frameworks and hiring SOPs to improve quality of hire and reduce turnaround time.
• Collaborated with external vendors and agencies to scale hiring while maintaining quality benchmark.

Key Projects:

• Improved candidate experience
• Designed recruitment questionnaires and evaluation templates
• TA SOPs

• Managed end-to-end hiring, including sourcing, interviewing, selection, and onboarding.
• Drove candidate engagement through targeted email and LinkedIn InMail outreach.
• Created and posted job descriptions across Naukri, Indeed, and LinkedIn Jobs.
• Maintained hiring databases and coordinated walk-ins and in-house recruitment drives.

• Supported banking and credit card customers across non-voice and inbound channels, including HNI clients.
• Resolved complex financial and service queries while ensuring compliance with banking regulations.
• Converted qualified leads into credit card sales through effective customer engagement.
• Assisted in training and onboarding new team members.