Praveena Sarvepalli

• Conducted job interviews to assess prospective candidates' qualifications and abilities.
• Developed recruitment strategies, including sourcing methods, advertisement campaigns, referral programs and other initiatives.
• Scheduling of aged requisition review with respective Hiring Managers and problem resolution to diminish TTH while improving quality.
• Built relationships with external recruiters, universities, trade schools and other sources of potential talent.
• Coached hiring managers on the recruitment process and best practices.
• Coached Hiring managers(from client side) on the Application Tracking System with he means of preparing guides and presentations.
• Collaborated with management teams to identify staffing needs and develop job descriptions.
• Screened resumes, conducted phone screens and scheduled in-person interviews.
• Built relationships with external vendors for Sourcing and getting the best talent from the market.
• Analyzed applicant data to identify trends in recruitment processes.
• Reviewed applications for accuracy and completeness prior to extending offers of employment.
• Maintained accurate records of all recruiting activities in Applicant Tracking System.
• Assisted with onboarding new hires by providing orientation information and training materials.
• Managed employee referrals program to increase quality of hire from internal sources.
• Liaised between departments to ensure smooth transition into roles for new hires.
• Established strong partnerships with key stakeholders across the organization.
• Provided guidance on compensation packages that are competitive within the industry.
• Advocated diversity initiatives through proactive outreach efforts and research techniques.
• Created reports related to recruitment activity and provided updates on status of searches and hires.
• Contacted all job applicants to inform them of their application status.
• Defined recruitment quotas, developed marketing budgets and maintained staffing levels to achieve recruitment goals.
• Restructured referral programs to convert at higher percentages.
• Administered employee benefit plans.

• Responsible for handling various accounts for recruitment activities.
• Involved in end-to-end recruitment activities.
• Handled team and vendor management.
• Aged Requisition Analysis and Problem Resolution.
• Sourcing, screening, scheduling interviews, CTC negotiation and offer release.
• Dashboard publication on a biweekly basis.
• Handled various giant clients like Rubrik, VMWare, Safeway/Albertson’s, Verizon, Service Now, Seagate etc., and closed the most challenging positions in TAT.
• Managed multiple projects with tight deadlines while ensuring accuracy of deliverables.
• Facilitated meetings between stakeholders from different organizations in order to resolve issues or reach the demand numbers.
• Maintained accurate records of recruitment activities within applicant tracking system.

• Maintained personnel records, such as hiring documents, performance reviews, and terminations.
• Prepared job postings to attract qualified candidates.
• Assisted in the development of training programs for employees.
• Conducted new hire orientations and onboarding processes.
• Developed and enforced employee policies and procedures.
• Managed payroll processing activities including timekeeping systems and benefit administration programs.
• Resolved conflicts between employees or between management staff members and employees.
• Investigated complaints from employees regarding harassment or discrimination issues.
• Reviewed applications, conducted interviews, and selected appropriate candidates for open positions.
• Held exit interviews and documented information discussed with employees.
• Directed HR programs, policies and processes to improve operational efficiency.

• Organized recruitment drives to attract potential candidates for open positions.
• Compiled employee records by maintaining applications, forms, reports, and other documents.
• Provided guidance on employee relations issues such as performance management and disciplinary actions.
• Created presentations regarding relevant HR topics such as benefits packages or diversity initiatives for staff meetings.
• Resolved conflicts between employees through mediation techniques.
• Participated in exit interviews with departing employees to identify areas of improvement within the organization.
• Reviewed resumes received from external sources and selected suitable candidates for further screening processes.
• Collaborated with hiring managers to create job postings that accurately reflect position requirements.
• Creating pre-boarding and on-boarding process.
• Responsible for weekly status on recruitment.
• Checking time- sheets of contractual employees and sending the same to the finance department for raising invoices.
• Payroll processing.
• Vendor management for resources.
• Responsible for internal job transfers (IJT).
• Leave management for permanent employees and maintenance of attendance for employees working from client’s place.
• Operating as SPOC for all new joiners and coordination with the BGV team.
• Involved in internal audit. (Recruitment)

• Worked for Kensoft LLC, Minneapolis, MN based consultancy (collaborated with RNXT Corporation) as a Team Lead, leading a team of 5 members.
• Documentation: Taking care of the pre-marketing and post- marketing documentation as a part involved in taking agreements from the consultants for the marketing exclusivity.
• Good experience in all the recruiting techniques like head hunting, screening and sourcing according to the client needs.
• Sourcing: Proficient in sourcing high priority requirements through social networking, Job boards, references. (Dice, Monster, Facebook, LinkedIn, Craigslist etc.)
• Maintaining a huge database of vendors who market consultants on almost all technologies.
• Good understanding in various parameters of US recruitments in evaluation, screening, negotiating, scheduling interviews and closing the contract.
• Responsible to communicate to a diverse range of individual clients / customers, technical staff and upper-level management.

• Sourcing candidates.

• Conducting induction to the new joiners.

• Leave management.

• Plan and conduct skip level meetings.

• Exit formalities of the employees & Full and final settlement.

• Retention of the potential employees.

• CSR Initiatives: Driving CSR Initiatives like Blood Donation Camps or donations for Orphanages.