Diksha Singh

Lateral recruitment:

Leading the Tech and Non Tech recruitment for Graviton Research Capital, High Frequency Trading firm for diverse range of positions, including Executive roles, Tech Leads, Engineering managers, Software Engineers, python developers, and various non-technical roles.

• Partnering with company founders and hiring managers to understand role requirements.
• Conducted interviews with candidates exclusively from top-tier engineering colleges and competitor firms, focusing on their expertise in C++ and Python.
• Onboarded a Tech Lead and Engineering Manager, both senior leadership roles, from a competing firm, enhancing our organization's top-tier talent.
• Conducted comprehensive interviews, assess candidates' technical and behavioral competencies, and provide detailed recommendations to hiring teams
• Analyzed metrics and provided regular reports on key performance indicators, such as time-to-fill, recruiter metrics, Headcount and attrition analysis to the Partners and CHRO.
• Re-designed candidate engagement model: Analyzed and built on existing candidate engagement model (preparation resources, community building) to create clarity and a better candidate experience (resulted in 90% reduction in interview drop-out rates)
• Managed and mentored small team of two Talent Sourcers, providing guidance, support, and professional development to ensure optimal performance and job satisfaction.

University Recruitment:

• Collaborated with the university recruitment team to design and refine the intern hiring process, including developing evaluation criteria and structuring the interview procedure.
• Led the Interviewer assimilation meetings and provided trainings on - "Interviewing Essentials"
• Hired new grad talent and early careers from top engineering colleges (Top IIT's) through on-campus & off-campus efforts

• Senior Software Engineers (Sr SWEs) -ML/Backend/Fullstack/Mobile for products such as Payments, Search, Ads, Youtube
• Developed strategy for improving pass-through-rate (PTR) for SWE roles at, India (PTR increased by 17% )
• Women representative pipeline is 8% higher than aspirational target
• Re-designed candidate engagement model: Analyzed and built on existing candidate engagement model (preparation resources, champ connects, community building) to create clarity and increase stickiness (resulted in 40% reduction in interview drop-out rates)
• Talent Mapping: Created repository of high potential talent from peer organizations which resulted in 60% hit ratio in activation of passive candidates
• Staffed niche positions for Google Payments, Search and Youtube by collaborating with senior business stakeholders, mapping diverse talent from key target organizations and effectively following through
• Unconventional Sourcing : Used variety of advanced recruiting channels: Codechef, Leetcode etc. to explore untapped talent pool (20% positions staffed through unconventional sourcing channels)
• Stakeholder Management : Effectively managed senior level stakeholders (Director +) to design and implement strategies to attract top talent while influencing them to sponsor key priority areas such as DEI
• Partnered with University hiring team and managed multiple campus events (including IITs)
• Coached cohort of 80+ PwD (person with disability) candidates on ‘How to find career opportunities through LinkedIn' as part of Google Serve (CSR) .

• Program managed Microsoft Engage (student mentorship program) and scaled it from 600 to 1100 (83% increase)
• Managed Intern conversion process (pre-placement offer) for 1000+ Interns (intern conversion ~86% which is one of the best in Big-Tech industry)
• Hired new grad talent from top engineering colleges (IIT's, NIT's etc) through on-campus & off-campus efforts
• Designed post-offer engagement plan to ensure high joining ratio

• Staffed over 300 positions within agreed upon SLAs, winning commendations from Business heads, VP's, engineering managers for recruiting high quality talent
• Managed and coached a team of 3 junior recruiters, enabling them to scale up and deliver effective results
• Designed and implemented Employee-referral campaign for Airtel X Labs
• Designed and executed strategic recruiting drives across locations to ensure smooth hiring
• Worked with key leaders (including CTO, Airtel India) to cater to their hiring requirements
• Used data insights to continuously improve stakeholder satisfaction (resulting in increase in satisfaction)

• Responsible for Talent Acquisition Pan India (Tech + Non Tech)
• Coordination with Admin, transport, payroll team for ID/Access cards and employee code generation.

• Sourcing through Naukri.com, LinkedIn, Internal contacts, social sites, others
• Tracked candidates and pushed for feedback on disqualifications, time-to-fill statistics and other variables.