Madhvi Chauhan

• People Management: Leading a team of 10 members in talent acquisition.
• Individual Contributor: I have closed over 150 roles in the span of a year, including leadership roles, in my overall tenure.
• Accelerated Recruitment Cycle: Reduced recruitment TAT from 60 to 30 days within one quarter.
• Enhanced Internal Sourcing Capabilities: Built internal capabilities to reduce vendor dependency to below 20% of the source mix.
• Enhanced Stakeholder Experience: Increased the candidate and hiring manager experience from a score of 3.4 to 4.1 in a span of two quarters.
• Stakeholder Management: Collaborate with leadership and department heads to identify talent needs.
• Applicant Tracking System: Drive the complete recruitment flow on the ATS tools, Freshworks, and Darwinbox, from raising requisition, applicant tracking, offer release, to onboarding.
• Employer Branding: Strengthen the organization's employer brand to attract and retain top-tier candidates.
• Dashboards: Publish monthly scorecards and reports to the business for transparency and improvements.
• Issue an appointment letter to the offered candidate, and notify the onboarding team about the new hire's joining, as per the agreed SLA.
• Succession Planning: Building leaders today for a seamless tomorrow. By effective succession planning.
• Diversity and Inclusion: Promote and implement hiring practices that foster a diverse and inclusive workplace.
• Compliance and Policies: Ensure adherence to legal, ethical, and organizational hiring standards.
• Strategic Talent Optimization: Leverage employee referrals, use applicant tracking systems (ATS), build a talent pipeline, and focus on internal mobility, employer branding, conducting remote interviews, and assessments to save time and targeted sourcing channels, outsource judiciously, and analyze recruitment metrics.

.

Human Resource Business Partnership.

• Performance Management and Feedback: Drive performance management processes, providing coaching and guidance to managers and employees, and ensuring clear alignment with team objectives and KPIs.
• Employee Engagement and Retention: Develop and implement engagement strategies to foster a high-performance culture, improve retention rates, and address concerns within the tech and product teams.
• Conflict Resolution and Employee Relations: Address and resolve workplace issues, ensuring a positive, productive environment, while maintaining legal and ethical standards.
• Employee Development and Upskilling:
  Collaborate with team leaders to identify skill gaps and implement learning and development programs to enhance technical and product-related capabilities.

• Domestic Hiring– Stakeholder Management– Candidate Experience & Management- Special Projects–
• Manage full recruitment cycle from: Requirement gathering -> requisition initiation -> sourcing & profile screening -> facilitating interviews -> feedback loop closure -> fitment, negotiation & offer release -> post offer engagement & on- boarding
• Tech roles recruited for - Backend (Java, NodeJS, Python, Ruby on Rails, C#, .Net, Python), Front-end (HTML, CSS, Javascript, AngularJs, ReactJs), DevOps, Mobile technologies (Android, iOS), Manual & Automation QA (Selenium, Testcomplete, Appium), Chatbot, AI, Blockchain, Product etc
• Non-tech roles recruited for : Sales, Product Management, Business Development, Campaign Management, Business Analysis, Project Management, Bid Management, Pre-Sales, Supply Chain Management, and Legal Counsel etc
• Act as trusted advisor by proactively providing market intelligence and recruiting insights to regional business heads on skill & talent availability and propose effective hiring strategies
• Partner with hiring managers to understand their recruiting needs and create funnel for fulfilment
• Develop and cultivate strong collaborative relationships with stakeholders thereby achieving high customer satisfaction-CSAT
• Provide accurate feedback & updates in a timely manner to the candidates and act swiftly to resolve their concerns
• Drive keep warm programs to well engage candidates until their joining

• Involved in End to End Recruitment
• Handled Healthcare hiring in this company from junior to senior level
• Evaluated strengths and weaknesses of candidates through effective screening processes
• Coordinated schedules to arrange management interviews with applicants
• Studied job descriptions and qualifications to determine applicant requirements
• Collaborated with hiring managers to understand job requirements and expectations
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments
• Developed recruiting strategies to identify qualified candidates and build network