OSHEEN KOUL

• Partnered with functional leaders to define role requirements, ideal candidate profiles, and structured interview processes.
• Implemented innovative sourcing and recruitment strategies to boost the quality and volume of job applicants.
• Proactively sourced candidates via LinkedIn, internal databases, and referrals, while also managing inbound applications.
• Conducted first-level screening interviews to evaluate candidate fit in terms of skills, experience, and alignment with company culture.

Joined as an Intern in Oct '21, transitioned to Full-Time as Associate – Talent Acquisition in Jan '22, and promoted to Sr. Partner – Talent Acquisition in July '24.

Talent Acquisition

• Spearheaded engineering and product hiring efforts, collaborating closely with hiring managers to understand technical requirements
• Led end-to-end recruitment for core technical roles, including SDE/Sr. SDE (Backend, Frontend, Full Stack), DevOps Engineers, Security Engineers, QA Engineers, SDETs and Product Managers across fast-paced tech environments.
• Closely partnered with engineering and product leadership to define hiring priorities, build assessment plans, and create role-specific sourcing strategies.
• Managed the entire recruitment lifecycle: job postings, proactive sourcing, outreach, interview coordination, feedback loops, and offer negotiations.
• Built and maintained a strong talent pipeline by leveraging job boards, social media & referrals
• Maintained a 90% offer acceptance rate across three consecutive quarters through exceptional candidate experience and expectation management.
• Reduced post-offer dropouts by 10% via structured follow-ups and pre-onboarding support.
• Consistently maintained a 90% offer acceptance rate over three consecutive quarters.
• Executed proactive follow-up strategies to decrease candidate drop-outs post offer by 10% while seamlessly coordinating new hire pre-onboarding.
• Conducted talent mapping for key roles, gaining insights into target companies and talent pool structures to drive competitive intelligence.
• Maintained leadership dashboards for talent acquisition data, enabling data-driven planning and retrospection.

Referral Program

• Owned referral management, ensuring a smooth and efficient process.
• Created a Loom video walkthrough to streamline the referral process and improve employee engagement.
• Managed referral data and generated reports to track progress and improvements.

People Marketing & Employer Branding:

• Conducted and managed events/AMA sessions for campuses and broader audiences, enhancing engagement and boosting employer branding.

Started as an Intern in March '21 and was converted to Full-Time as an HR Executive in July '21.

• Effectively handled technical as well as non-technical roles.
• Led full life cycle recruiting, effectively tracked sourcing efforts, reported on outreach and response rates and used data to influence sourcing strategies.
• Actively involved in IJP's and employee referrals.

• Assisted the team in sourcing candidates for open positions.
• Primarily managed non-tech roles including Marketing and Sales/Business Development.
• Submitted candidate profiles to hiring managers for screening.
• Handled sourcing, scheduling and interview coordination.

• Aligned recruitment strategies with client-specific job requirements.
• Sourced, screened, and qualified candidates for submission.
• Managed end-to-end recruitment, from initial contact to final selection.
• Maintained daily client coordination for key accounts.