Diksha Singh

University Relations Lead (India and Global) : (May 2025 - present)

• Leading end-to-end campus hiring for Software Engineer (SWE) and Quantitative Researcher (QR) roles across the top 7 IITs (Bombay, Delhi, Kanpur, Kharagpur, Madras, Roorkee, BHU).
• Introduced new campus roles such as Software Development Engineer and expanded outreach to BITS Pilani, Goa, Hyderabad, IIT Jodhpur and select IIITs and NITs for off-campus hiring.
• End to end led Quantitative Analyst off-campus hiring from IIIT Hyderabad, IIT Hyderabad and IIT Guwahati, diversifying the firm’s early talent pipeline.
• Secured Day-Zero slots at top engineering campuses despite intense competition from leading global HFT and technology firms.
• Built and nurtured strong university relationships to strengthen employer branding, foster long-term talent pipelines and maintain continuous campus engagement.
• Delivered both intern and FTE hiring targets with exceptional offer-to-join ratios.
• Led employer engagement initiatives through interactive connects and events with PPO holders, enhancing candidate experience and brand recall.
• Designed and executed a 2-month structured training program for new hires and interns, ensuring smooth onboarding and strong technical and business alignment.
• Coordinated allocation processes in collaboration with tech and business team leads to align talent placement with project and business requirements.

Lateral recruitment: (Sep 2023 - May 2025)

Leading end-to-end tech and non-tech recruitment for diverse roles, including Executive Leadership, Tech Leads, Engineering Managers, Software Engineers (C++, low-latency systems), Python Developers and non-technical positions.

• Partnering with company founders, Tech Leads and Quant researchers to define role requirements aligned with Graviton’s strategic goals.
• Conducting interviews with candidates sourced from top-tier engineering institutions (e.g., IITs, MIT, Stanford) and competitor firms, prioritizing expertise in C++, Python and quantitative problem-solving.
• 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
• Analyze recruitment metrics (time-to-fill, attrition rates) and build real-time dashboards using Apache Superset to visualize trends, empowering stakeholders with self-service insights that drive faster hiring decisions.
• 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)
• Automated the requisition approval process by developing Python scripts, reducing administrative and accelerating hiring timelines
• Managed and mentored small team of two Talent Sourcers, providing guidance, support and professional development to ensure optimal performance and job satisfaction.

Employer Branding Lead: (April 2025 - present)

• Leading employer branding initiatives, including thought leadership articles, social media campaigns, enhancing Graviton’s visibility as a top employer in HFT.
• Headed the launch of Graviton’s LinkedIn Life page - from content curation to going live.

• Senior Software Engineers (Sr SWEs - L5), SWE - III (L4), SWE - II (L3) -ML/Backend/Full-stack/Mobile for products such as Google 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.