Preetham BS

• Led full-cycle technology and business hiring and enhance candidate engagement throughout the process. As a result, we attracted top talent, improved efficiency, and made a significant impact on TA metrics.
• Designed and executed multichannel sourcing strategies, leveraging LinkedIn, Naukri, Instahyre, Hirist, and industry referrals to enhance hiring efficiency by 45%. This improvement significantly reduced time-to-hire allowed me and guide team to attract top talent more effectively.
• Collaborated with business leaders to match hiring strategies with growth targets and developed a structured hiring framework elevated hire quality by 25%. I was able to prioritize candidate experience and engagement to build a strong employer brand to attract high-caliber talents.
• Introduced IaaS platform for new tech hiring to streamline the recruitment process and Employer branding initiatives allow for social media outreach, enhance brand visibility, and attract top talent.
• Introduced new recruitment vendors, negotiating contracts that reduced the hiring costs by 40% while maintaining a steep pipeline of high-quality candidates. Able to build diverse talent pipelines, use cutting-edge sourcing strategies, and use data-driven recruitment metrics to measure effectiveness
• Implemented data-driven talent analytics, tracking key recruitment KPIs to optimize conversion rates by 30%, achieved a 40% reduction in time-to-hire, and in parallel, raised the offer-to-join ratio by 55% through implementing a post-offer follow-up process & built post-offer playbook.
• Managed team of 4 and motivated employees to be productive and engaged in work. Maximized performance by monitoring daily activities and mentoring team members.

• Led the successful creation of new product innovation team and Design Studio from ground-up, including Creative head, Product lead designers, Senior UI/UX product designers and Senior product managers to mid-level specialized talents.
• Worked collaboratively with US team to build the team from scratch like hiring like-minded talents & dynamic cultural elements were replicated. Designed a recruiting plan where diversity accounted for 30% on a consistent basis
• Strengthened organizational growth by hiring niche product managers and 28 UI/UX designers across two quarters and utilized an experimental low-cost channel to hire UI/UX design interns from certification schools and training institutions.
• Conceived and launched pre-hiring case study challenge round for Product and design talents to assess suitable talents and shorten the interview turnaround time by 50% and I believed in the innovate and simplify principle, which led to better interview results to find right talent.
• Worked closely with the compensation benchmarking team internally to recraft offer structure with attractive retention & sign-on bonus clause.
• Drove one-on-one employee connect for periodic pulse checks to improve employee morale and shared actionable insights to Line Managers.
• Meet with Business leaders on a frequent basis to discuss HR issues and provide proactive solutions. Encourage employees to improve their skills through a learning and development program by adding an external certification program to their KRAs.
• Team Size: Individual Contributor

• Highlighted and mapped the Meesho Mantra-based competency matrix for lateral to leadership roles. This was implemented in the recruitment tool to assess the quality of hires and drive recruiting delivery across 9 business pods
• Restored stakeholder confidence by establishing a recruiting strategy to fill positions prior to the project deadline, holding weekly meetings to discuss the status of interviews, both offered and pending, and to identify and address any bottlenecks.
• Recruited 350+ contract sales lead executives across India for the Farmiso-grocery supermarket project for a duration of 3 months. Able to influence hiring managers and conduct debrief sessions to make good hiring decisions for senior and strategic growth positions.
• Build a passive database of visionary leaders and growth consultants from McKinsey, Boston, Bain & Kearney, and other similar start-ups to strengthen BA, Strategy & Ops teams like the CEO Office, Monetization, Seller growth and other entrepreneurial growth projects.
• Responsible for building a talent acquisition strategy for critical or complex roles by assessing market data regarding talent availability, trends, and competitor data and advising the Talent COE team on new initiatives and ATS new features implementation.
• Improve the candidate experience NPS score by 30% by managing the interview process effectively, gathering input until loop closure, giving constructive feedback, and creating an effective post-offer program to ensure the candidate's offer acceptance until they join us.
• Raised the offer-to-join ratio from 50% to 80% by maintaining active engagement, building trust through consistent communication, sending gifts during special occasions, and inviting them to team events. Used low-cost channel to reduce the agency contribution from 90% to 55%
• Led the team of 6 recruiters and Supervised day-to-day operations to meet performance, quality and service expectations.

• Modernized contact center high-volume hiring by adopting Automated assessment throught Pearson's preliminary evaluation tool to evaluate candidates' writing and spoken communication skills, allowing CX team to grow their chat, voice and social media response teams by 15x and hired 4500 plus talents a year
• Started as an Individual contributor and built a team of 14 members, developed cost optimization initiatives like ER & Job boards hiring drive, Walk-in and in-house sourcing drive every week and been instrumental in cost saving by reducing the agency contribution from 92% to 35%.
• Attract diversity talent at all levels, from entry-level to mid-senior, and maintain consistent tracking of 35% of that talent. Candidate Experience Survey and one-day completion interview process change based on feedback improved NPS from 38% to 72% in 6 months.
• Reduced vendor costs by 60% through negotiating contracts, strengthening the vendor base with incentivized model and fixed rate cards, and implemented a new vendor strategy to select the right candidates from relevant vendors.
• Built a strong talent pipeline by leveraging the right sourcing channels, including LinkedIn, Naukri, Instahyre, Github, and Dev.to, to attract niche engage passive talents on LinkedIn and other networking events & Community search like stackoverflow, Github & Dev.to/Dev community
• Built 'Recruitment Playbook' to guide and train interview panels on different interview techniques, such as using competency/BEI and STAR approaches for selection interviews and scenario-based interview methods.
• Assisted senior business leaders in making crucial decisions by interpreting employee data. Analysed employee data to determine a recognized compensation benchmark, designed a benefits and incentives program to build high performance and Meritocracy culture.

Acted as an Associate HR Business Partner:

• Managed new hire induction, monthly one-on-one meetings, bottom-performer PIP, Exit interviews, dealt with ZTP cases and discipline issues. worked directly with vertical business leaders/Line Manager to solve business-critical problems and part of downsizing and 2 layoff projects.
• Established a high-performance culture in the Company while simultaneously identifying top or niche talents, developed retention strategies like constructing a reserve bench budget. Determined promotions and internal transfers using the performance cycle without biases.
• Led HR initiatives to improve employee relationships and encourage employees to develop skills in line with business goals. Encourage career development programs that will assist in pursuing their own opportunities through internal job transfers and promotion cycles.
• Accountable to structure operational hierarchy, oversaw Talent assessment and calibration meetings, cross skilling, Leadership development and Succession planning, controlled attrition by identifying exit patterns and reduced attrition from 12% to 6%.
• Led special initiatives like Career Reboot Programme opportunities for returning mothers or women with career breaks, drive CSR activities, employed few disabled resources, and boost the use of self-cartered HR bots for HR-related queries.
• Collaborated with the corporate team to establish a POSH committee for CC vertical, created a POSH Playbook, integrate POSH training into the onboarding process, tracked and close loop POSH cases within 60-90 days.
• Appreciated with prestigious Ace Team Award for On-boarding 800 plus CC associates within 45 days a collaboratively team effort and build the team 600 Plus for Instant project from initial stage - executed this project over speed over scale and Act like an owner

• Led 6 member team, owned up the entire Tech & Non-tech hiring for roles of Sales & Digital marketing and also managed Tech hiring & Central Design team broadly covers Product Designers, Graphic Designers, UX Designer, UI Developer & SDE Frontend & Backend Developers thru job portals and from Tier-1 colleges like (IIT,NIT,BITS etc). Strengthening the Engineering Development Team by driving campus hiring initiatives.
• Worked closely with HR leaders to create diversity-focused HR policies, recruitment, and strategies to attract top talent.
• Build employee relationships through regular meetings, solve complex employee-related issues, and drive a high-performance culture.
• Analysed employee data, set a new compensation benchmark, and designed a benefit and incentive program to help top leaders make important decisions. Led and managed campus hiring initiatives to hire Front and Backend associate engineers
• Exposed to critical leadership hiring mandates and hired few include CFO, AD Finance, VP – Marketing, Director – Mobile category, Product Manager, Creative director, Sr. Manager Consumer Insights and Sr. Manager Sales and Ops

• Led 5-member team, Proven expertise in driving End-to-end recruitment cycle from gathering position insights from business leaders, sourcing, pre-screening, coordinating interviews, salary negotiation, processing offers, initiating BGV, Post offer follow-ups and reference checks.
• Collaborate with Business leaders and HR Business partners to develop sourcing strategy, and scouting talents from targeted companies. Framed Talent strategy programs like Introduced RPO implants and managed national vendor channel for short- and long-term hiring needs.
• Developed robust recruiting methods and continuously improvise the search patterns, drive 10X growth Amazon Logistics team for West & central part of India, identified blockers to speed up the interview loop closure and Led diversity inclusion hiring programs.
• Sourced external staffing agencies and engaged them to build healthy talent pool locally across various regions and cities. Validated vendors performance on timely intervals & Proven track-record in publishing recruiting dashboard, weekly & Monthly reports.
• Headed Recruiting efforts for Expansion plan for new logistics hubs/ Fulfilment Centers across India and been resourceful in hiring project-based Program managers for innovative projects (like AmazonNow - Grocery vertical) , I Have Space(Hybrid Amazon Store & other new projects).
• Enhanced recruitment process for faster hiring by utilizing various sourcing tools such as job boards, social media, and networking events.

• Scouted lateral Tech talents for Target, Volvo IT, Walmart, Ericson, Vodafone & Scope Intl-Standard chartered Bank and driven end to end recruitment cycle by partnering with Corporate SPOC (Played active role in hiring for RPO accounts like Ericson & Vodafone telecom hiring)
• Achieved 80% offer to joined ratio & obtained 48 Lacs revenue growth thru RPO accounts and 20 Lacs revenue thru closing Mid & Senior talents.
• Managed client relationships through regular check-ins and updates on project progress.

• Managed full-cycle recruiting processes for internships, co-op programs, and entry-level positions across multiple business units within the organization.
• Attracted top talent by developing and executing targeted campus recruiting strategies.
• Coached and mentored junior recruiters, sharing best practices for candidate sourcing, assessment, and relationship management.
• Negotiated employment offers in collaboration with HR partners while ensuring compliance with internal policies.