Namrah Khan

End-to-End Recruitment Ownership:

Led full-cycle hiring for Engineering, Finance, and Corporate roles, ensuring alignment with business objectives, workforce plans, and succession strategies.

Candidate Experience & Post-Hiring Engagement:

Defined structured screening frameworks, streamlined interview stages, and optimized time-to-hire using ATS and reporting dashboards. Ensured timely feedback and transparent communication across the hiring process. Continued engagement post-offer and post-joining through regular check-ins and early-stage support—boosting satisfaction and reducing drop-offs in the first 90 days.

Talent Pipeline & Sourcing Strategy:

Built strong talent pipelines through LinkedIn (19K+ network), Boolean & X-Ray sourcing, referrals, and vendor collaborations. Maintained an active candidate database and leveraged it for proactive workforce planning and future hiring needs.

Employer Branding & Market Outreach:

Enhanced employer brand visibility through a consistent and high-touch candidate experience, strong sourcing communication, and aligned interview processes.

Data-Driven Decision Making:

Utilized hiring metrics, talent mapping, and compensation benchmarks to support offer decisions, improve process efficiency, and shape long-term recruitment strategy.

Stakeholder Collaboration:

Worked closely with hiring managers and business leaders to refine job expectations, define success criteria, and align recruitment with long-term organizational needs. Managed offer roll-outs, negotiated counteroffers, and ensured closure of critical roles.

Strategic Talent Planning:

Partnered with leadership on succession planning, workforce optimization, and diversity hiring to build high-performing, future-ready teams.

Core Expertise: Hiring & Talent Acquisition

• Specialized in end-to-end tech and non tech recruitment across Product, Engineering, Data, QA, Leadership and Strategic roles, supporting fast-scaling teams.
• Led PAN-India hiring for both high-volume and niche mandates, across tech and non-tech domains such as HR, Operations, Finance, and Sales—ensuring alignment with business and LOB-specific needs.
• Built and maintained robust talent pipelines through vendor partnerships, campus relations, employee referrals, and proactive LinkedIn sourcing
• Established strong campus partnerships across India, conducting hiring drives at top engineering, management, and graduate institutes.
• Defined screening frameworks, improved interview experiences, and optimized time-to-hire with ATS and reporting dashboards.
• Collaborated with stakeholders to manage offer negotiations, handle counteroffers, and retain critical talent.
• Partnered with leadership on succession planning, workforce planning, and diversity hiring strategies.

Additional HR Competencies

• Managed full employee lifecycle: onboarding, performance appraisals, payroll, compliance, exits.
• Implemented and trained teams on HRIS systems like GreytHR; maintained analytics reports for leadership.
• Served as Presiding Officer of POSH; handled grievance redressal and policy implementation.
• Led employee engagement programs: Fun Fridays, wellness initiatives, CSR drives, and R&R programs.
• Streamlined performance review processes and introduced bi-annual appraisal frameworks.