Subburaj P

Work History

AtkinsRealis

06.2022 - 01.2025

Collaborated with 15+ hiring managers to design and implement customized recruitment strategies, resulting in a 20% reduction in time-to-hire and a 15% improvement in hiring manager satisfaction
Increased direct sourcing methods (Naukri, LinkedIn, ATS) by 40%, leveraging networking events, social media outreach, and employee referrals; achieved a 20% improvement in hire quality and a 30% reduction in external agency dependency
Enhanced employer branding efforts, driving a 15% increase in candidate applications through strategic initiatives such as social media campaigns, talent events, and employer outreach programs
Optimized recruitment efficiency by leveraging data analytics to track and refine hiring metrics, leading to a 10% improvement in process efficiency
Spearheaded diversity and inclusion initiatives, expanding the diverse talent pool by 20% to support organizational equity goals
Developed and maintained a robust talent pipeline, reducing time-to-fill by 15% and ensuring readiness for future hiring needs
Delivered an exceptional candidate journey, contributing to a 25% increase in candidate satisfaction ratings, from initial engagement to onboarding

Capgemini

03.2021 - 05.2022

Utilized Boolean search techniques to build candidate pools for 50+ roles, generating 200+ qualified leads per month across various job boards and social media platforms, improving sourcing efficiency by 30% compared to traditional methods
Managed the full recruitment cycle for 150+ positions annually, from job posting to offer acceptance, achieving a 85% candidate acceptance rate and consistently meeting hiring targets
Coordinated 300+ interviews annually, ensuring 100% timely scheduling and reducing the time spent on administrative tasks by 20% through streamlined communication tools and systems
Successfully filled 25+ hard-to-source positions (e.g., highly specialized technical or senior roles) through creative sourcing strategies, including leveraging niche industry forums, talent pools, and professional networks, resulting in a 35% increase in placements for difficult roles

ITC Infotech

07.2019 - 02.2021

Discussing with hiring manager and then to prioritize the roles to fulfil
Choose the right sourcing channel such as Advertisement in ITC website, Job site (Naukri), employee referral, social media recruitment (LinkedIn), referral mode, Outsourcing
Source the profile and screening with candidate based on different parameter
Managing End to End recruitment drive in volume based: Sourcing, screening, recruitment, interview coordination, Onboarding
Coordinate internal stakeholder's (Technical Lead, Hiring Manager and HR Business Partner) time to conduct Walk-in and Weekday for interviews and ensure more candidates footfall
Validate the performance of every walk-in conducted and map avenues for improvement w.r.t footfall, interview conversion, and candidate's offer acceptance
Hired about 150 candidates for a major global bank in three quarters
Consistently maintained a conversation ratio of >85% -Engaging with candidates to good hit Ratio (offer – Joining)
Hired about 270 candidates between (FY 19-20) and 121 candidates between (FY 20 to till now)
Implementing the employee experience between selection to onboarding on offer release, salary negotiation with competitive offer in market, arranging the meeting with stakeholder to update the picture of the Job to reduce hire-loss

CADD Centre

01.2019 - 04.2019

Understanding Client's Industry, Job Role's requirement, thorough analysis of required skill competent candidates' availability in market along with their geographies and explaining the realistic situation in the job market (about talent availability, companies which are hiring similar skill set professionals and their salary range) to client's Hiring Manager and HR Business partner
Profile Sourcing through Naukri, LinkedIn and References
Understanding candidate's mindset for willingness to change, if found realistic and suitable-then to gauge the driving factors (which is ensured to accommodate during offer letter placement, may be Location or better salary or bigger responsibility or better designation) for job change
Scheduling Interview with client
Salary Negotiations and Offer Letter Acceptance