Pompa Das

Competency-Based Interviewing & Talent Strategy:

• Implemented a competency-based interviewing model to improve hiring quality and alignment with business needs.
• Partnered with business leaders to define role-specific competencies, aligning hiring criteria with strategic goals. Streamlined interview feedback and documentation processes, reducing turnaround time, and enhancing decision-making.
• Streamlined interview feedback and documentation processes, reducing turnaround time, and enhancing decision-making.
• Worked with the Compensation & Benefits and Total Rewards teams to adjust compensation ranges based on market benchmarks, and secure exceptional approvals.

Diversity-Focused Hiring Initiatives.

• Built a robust leadership talent pipeline for recurring roles, with a strong focus on diversity and inclusion.
• Led an external diversity hiring in-person event (SheHealth) for mid- to senior-level women technologists, with leadership participation, boosting employer branding and outreach to underrepresented talent.
• Increased diversity hiring across the business from 21% to 34%.
• Currently, I am part of the "Innovating HealthTech Together" project, which is a unique conference co-hosted by GE HealthCare and WomenTech Network, uniting 150+ mid- to senior-level professionals to explore the intersection of healthcare, technology, and inclusion.

Project Delivery and Process Optimization

• Delivered three projects within the SLA of 45 days, ensuring timely execution and stakeholder alignment.
• Reduced cycle time from 60 to 45 days.

TA Improvement Project

• Interview Scheduling Optimization – Ongoing Kaizen/Lean.
• Currently, I am contributing to a cross-functional project aimed at improving the interview scheduling process using Lean and Kaizen principles. Focused on identifying inefficiencies, mapping current workflows, and piloting automation solutions to enhance recruiter productivity, and reduce scheduling delays.

Key Performance Indicators:

• Cycle Time: 37 days
• Diversity Hiring: 33%
• Source Mix: Agency Support 0%, Social Media 32%, Employee Referrals 20%, Portal 48%.

• Handling multiple Business Teams catering to their hiring needs
• Ensured proper tracking of recruitment metrics and reporting the same over to stakeholders
• Partner with internal business teams to strategize hiring needs and related approaches to close roles in a timely manner, present hiring plans to the businesses, and run drives.
• Presenting Hiring plans to the Businesses and run drives.
• Adhered to compliance and directives as per the guidelines laid down by the organization for reporting, ATS, and related activities.
• Maintained proper communication with business teams and candidates.
• Negotiation of the compensation with the shortlisted candidates and rolling out the offers.

• Managed end-to-end recruitment processes, from sourcing to onboarding, ensuring efficiency and candidate satisfaction. Collaborated with hiring managers to thoroughly understand job requirements and team dynamics.
• Collaborated with Hiring Managers to thoroughly understand job requirements and team dynamics.
• Sourced candidates effectively using various job portals and social networking platforms.
• Negotiated salaries to secure top talent while aligning with the company budget and policies.
• Led recruitment drives to attract and engage a diverse pool of candidates.

• Managed end to end hiring right from sourcing of resumes through various sources to interviews and final selection.
• Initiating Background checks of all the selected candidates Keeping track of the recruitment MIS and sending regular reports to key stakeholders.