Godlin Horo

• Partnered with hiring managers to assess staffing needs and develop tailored recruitment strategies.
• Sourced, screened, and evaluated candidates through job boards, social media platforms, and professional networking events.
• Conducted interviews and assessed candidate qualifications, delivering informed recommendations to hiring teams.
• Oversaw the full recruitment lifecycle—from job postings to offer negotiations and onboarding.
• Built and maintained strong relationships with candidates, hiring managers, and external recruitment partners.
• Tracked talent acquisition trends to continuously refine and improve recruitment practices.
• Advised hiring managers on effective interview techniques and best practices in candidate evaluation.
• Designed and implemented recruitment policies and tools to enhance process efficiency.
• Coordinated employee benefits programs, including health insurance and retirement plans.
• Led offer negotiations with selected candidates, ensuring alignment with compensation benchmarks and internal equity.
• Maintained partnerships with recruiting agencies, academic institutions, and other talent sources.
• Facilitated onboarding activities, including orientation sessions, team introductions, and training coordination.
• Consulted with managers to align talent pipelines with evolving business needs.
• Established and monitored recruitment metrics to evaluate process effectiveness and drive continuous improvement.

• Partner with hiring managers and Line of Business Owners to understand hiring requirements, complete intake sessions set realistic expectations and education on end to end hiring process.
• Develop innovative talent acquisition strategies and own all hiring activities while delivering an efficient and effective service to all stakeholders in the hiring process.
• Leverage various recruitment channels, including external job boards, network and employee referrals, social media, professional associations, conferences and events.
• Guide hiring manager through the talent acquisition process.
• Working with Create onboarding and offboarding processes from scratch to ensure the best possible experience for all new hires joining the organization.
• Develop the organization's brand in the market to ensure all candidates knew why LKQ.
• Stay abreast of industry trends and competitor's initiatives.
• Provide insights on changes to the talent landscape including compensation adjustments and candidate pool availability.
• Met monthly/annual KPI goals including time to review and fill, take rate, offer acceptance rate, survey metrics, and more.
• Led global projects to meet DEI and AA goals through strategic sourcing strategies, partnerships, and influence.
• Advanced in Talent Connections ATS and utilizing sourcing tools: ADPRM, Eightfold AI, Workday, hiring events, HireEZ, Handshake, LinkedIn recruiting, and more.
• Generated a specific candidate pool for career opportunities through strategic placement of advertisements on Indeed, Facebook, and Craigslist.
• Used Boolean searches to develop applicant portfolios for expected openings.
• Carried on average a monthly requisition load of 40+ openings (property management, administrative, IT, and finance, corporate, Skill trade).Filled 30 positions per month.
• Conducted on average 30 video interviews/screenings per week.
• Conducted weekly hiring events to exceed our staffing goals by 50%.
• Forecasted future changes in the hiring market, and coordinated with the onsite team on their overall hiring needs.
• Designed current internal recruiter training procedures to build a team of three.
• Monitored, oversaw, and managed targeted metrics for the team.
• Developed a partnership with local vendor’s schools and universities.

US/Offshore Onboarding

• Responsible for Onboarding new hires.
• Act as a liaison between insurance broker and employee. (Healthcare)
• Handled all pre-employment and new hire paperwork and documentation including verifying I9 documentation and entering new hire information into the required systems, etc.
• Background Checks as per the client requirements.
• HR Connect portal systems admin/ healthcare coordinator.
• E-Verification.
• Compliance in the client portal
• Auditing the compliance in Job diva.
• Sending email to Payroll after W2 consultants starts with the onboarding details.
• Coordinating New Vendor Onboarding.
• Negotiating Contracts/MSA (as needed).
• Responsible for all execution of documents (MSA& SOW)
• Overseeing the Collection of all supplier onboarding documents from vendors
• Transposing (Data Entry) information to Job Diva making sure the client is set up properly on Company Level
• Record Keeper of all contracts
• Collecting PO/WO from clients or AM (account manager) or respective portals.
• Handle employee relation queries and issues
• COI Follow up with the vendors
• Coordinating with the MSP’s in case of any discrepancy during Onboarding

India HR Activities

• Recruitment-Open positions and coordinate for Interview.
• India Onboarding-New Hires (Collecting all the documents, Offer letter generation, Salary negotiation and Calculation)
• Review all the OB docs and coordinate for the start.
• Orientation call with the new hire (Briefing on company policies etc.).
• Coordination for email, Job diva access and Administrative activities.
• Exit Formalities (Experience letter, No due etc.).
• Payroll report & Leave tracker (Payroll).
• Coordinating with Finance on the new hires and exits for the month.
• PF Portal (Payment processing, exit formalities and registering new employees)
• Employee related issues.

• Developed talent pipeline strategies, identifying potential candidates through LinkedIn, social media and professional networks.
• Scheduled interviews, finding most suitable times with management and team members.
• Provided candidates with detailed information regarding company and role to provide positive first impression.
• Managed entire recruiting process, communicating with applicants, interviewers and hiring managers from search to onboarding.
• Conducted outreach to potential candidates, using LinkedIn to find suitable job seekers.
• Improved and refined recruitment processes, updating systems and processes to streamline operations.
• Updated candidates on hiring process, interview times and presentation dates through detailed correspondence.
• Interviewed candidates to assess skills and qualifications, asking detailed short and long form questions.
• Oversaw end-to-end recruitment, providing candidate support and guidance throughout process.
• Developed hiring strategies, working closely with company senior staff to find suitable candidates.
• Attended recruitment events to promote services and increase company profile.
• Screened applicants to identify suitability for role, shortlisting and declining advancement in recruitment process.
• Wrote detailed job advertisements, placing on relevant job recruitment sites.
• Assessed qualifications, experience and interview performance to determine most suitable candidates.
• Acted as the main point of contact for candidates through recruitment stages, answering questions and elevating concerns.
• Checked candidates suitability with company culture and team management style for successful placements.
• Determined candidate eligibility for consideration, carefully studying CVs and applications to fulfil range of positions.
• Coached hiring managers throughout hiring process, providing interview questions and debriefs.
• Coordinated with other departments to support hiring needs, working closely with human resources.

• As a staffing specialist my SLAs are meeting compliance, coverage, hit ratio, interview ratio and start ratio.
• Coordinate with direct reports and other team members to ensure the policies & procedures set by the Service Delivery Manager are implemented to the correct standard.
• Handled client conference calls regarding open position and challenges, client escalations.
• Handled weekly/monthly/daily meeting to prioritize the requirement and increase the efficiency and effectiveness of the team’s performance.
• Maintain daily working relationship with Delivery and Account Management teams.(MSP-Hays).
• Provide adequate coaching for new joiners on recruitment and interpersonal skills. Provided both classroom and on job coaching.
• Effectively utilize tools such as search engines, job boards, LinkedIn and social channels to source candidates. Demonstrate success in direct sourcing techniques to include cold calling and internet searches. Generate and submit job postings on job boards and internal/external website.
• Develop candidate talent pipelines through sourcing channels, internet searches, networking groups, social media, database search, and referrals. Coordinating interviews, offer extension, and on-boarding process.
• Conduct initial phone interview screens to assess candidate's skill level, interest and cultural and technical fit.
• Build relationships with team members, candidates, and professional network. Identifies target companies, user groups, professional associations which could lead to qualified candidates.
• Develop professional relationships with candidates to identify their goals and ambitions.
• Completely explain the steps of the interview process to candidates so that candidates are clear on expectations. Gaining market intelligence including and understanding of the talent landscape in targeted geographic locations.
• Driving all recruitment activities through the ATS (Bullhorn) and ensuring that the local recruitment Policy is adhered to.

• Responsible for recruiting for healthcare and pharma clients in US market.
• Conducting full life cycle recruitment duties involving identifying prospective candidates by telephone and e-mail to determine skill, experience, location, preferences and visa status.
• Sourcing qualified candidates through both passive and active methods, which includes social media (LinkedIn, Internet job boards), referrals, job boards (monster.com, CareerBuilder), cold calling, networking, professional groups and database, etc.
• Screening candidates to ensure their skills, experience and knowledge meet the open positions.
• Experience in using Job Diva Applicant Tracking System (ATS).
• Experience in using Field glass & WAND a Vendor Management System (VMS) & IQ Navigator
• Establish and maintain a good relationship with employees, vendors and the clients

• Search for potential candidate who has the skills and experience of the job requirement.
• Source, Speak and make Placement recommendation of the candidate for the job requirement.
• Conducted full life cycle recruiting duties involving identifying prospective candidates by telephone and e-mail to determine skill, experience, location, preferences and visa status.
• Experienced in recruiting technical and non-technical consultants on Corp- Corp or C2C, W2 basis for contract, contract to hire (CTH) and full-time positions.
• Experienced in working with US Citizens, Green card holders, H1B, TN visa holders and EAD.
• Applied sourcing methods to find the right candidates by leveraging different tools like internal database, referrals, job boards (Monster, Indeed and Career Builder), and networking sites like LinkedIn.
• Screening the profiles suitable for the client’s requirement based on the salary offered, experiences in the industry, skills and assignment handled.
• Performed extensive recruiting and sourcing for technical skill sets like Sr. Software developers with heavy focus on c/C++, UNIX, LINUX, .Net, Java/ J2EE, SQL, SAP, JD Edwards, SAGE and Oracle.
• Responsible for checking references, negotiating terms and rates for each assignment.
• Co-ordinate the interview process, offer extension and closing candidates.
• Co-ordinate weekly status meetings with executive management to prioritize requirements.
• Used Job board such as Career Builder, Monster etc.
• Contact the candidate through emails & Phone.
• Taking Preliminary round of interview.
• Used Microsoft Office Word, Excel and Outlook.