Rashmi Poovaiah

• Handling a team of 6 across Offshore and Onsite Hiring
• Deep understanding of the fintech landscape, trends, and talent requirements, enabling strategic workforce planning and targeted recruitment strategies
• Drive innovative and creative talent strategies and initiatives to attract and hire a diverse work force in line with the wider TA strategy
• Hired close to 250 folks annually across Data Analytics, Data Engineering, Risk Management, Data Governance and Digital Transformation Introduced and implemented Hire&Groom, Campus and Intern hiring for “DataTech” business unit
• Conduct annual forecasting of manpower needs aligned with business objectives
• Integrate resource plans with business plans to implement effective recruitment strategies, including workforce planning and talent acquisition/onboarding.

• Responsible for setting up the entire recruitment process from scratch (Introduced Policies, Hiring Process, TA manual, RRQ etc.)
• Act as a strategic talent acquisition partner with key stakeholders, providing thought leadership in strategizing talent acquisition and sourcing activities
• Hired close to 150 candidates annually across Technology/IT and Data Analytics
• Ensure data accuracy throughout the hiring process and continuously drive and improve the performance of the recruitment based on monthly and quarterly recruitment metrics and scorecards
• Social networks online outreach and promotion using Facebook, LinkedIn, Twitter, and more
• The roles involved in establishing & maintaining relationships online to help proactively fill the talent pipeline.

• Hired 5 senior Technology/IT and Data Analytics professionals in a span of 3 months
• Responsible for branding Clustr - LinkedIn, Facebook presence and website creation
• Campus hiring - Target executive & PGPEX program from the top listed MBA colleges for experienced folks
• Collaborate with the Campus sponsors and cross-functional campus managers to develop university recruiting strategies at targeted universities
• Develop operational plans and branding activities at assigned schools along with the campus leads to attract top early career talent
• Partner with university team to annually assess each Target universities' performance to determine overall effectiveness, review analyses with key stakeholders and use data and feedback to make long-term decisions related to each school.

• Spearheaded the entire Leadership hiring and was responsible for hiring Head of Delivery, functional heads in Mu Sigma
• SPOC for the entire Analytics/Technology/IT/Product lateral hiring. Hired close to 250 folks annually.
• Revamped the hiring process timeline to a day. Cycle time for closure is less than 5 days – Awarded RASBIC for “Innovative Hiring”
• Moved the needle wrt ER program reaching a 60% conversion – Awarded RASBIC for the employee referral program
• Campus Hiring: The owner and the SPOC for end-end hiring activities for 4 years
• Spearheaded the entire India campus hiring, where we recruited 2000+ students from 120+ colleges across India each year through muApt (Mu Sigma Aptitude and Personality Test)
• Was responsible for setting up an internal portal for employee referral program
• Introduced company mapping based target hiring.15% hiring through target hiring
• Introduced Green channel hiring – hired 8 to 10 folks in a year
• Cost optimization – introduced cost tracking with insights. Effectively dropped cost by 20%
• Moved the ladder from a contract role to Apprentice Leader in a span of 4 years
• Introduced internship model in Mu Sigma – Hired 50 interns every year with a training model
• Part of the Core team which manage initiatives beyond the purview of work

Lateral/Leadership Hiring

• Handled end to end analytics/ technology hiring for mid to senior level positions across the organization (Delivery, Innovation & Development and Product)
• Interface with Senior Leadership/Stakeholders to identify the hiring needs and involve in work force planning Involving customers in the hiring process
• Communicate with stakeholders on a regular basis on the progress and status of requisitions
• Ownership from requisition to joining

• Hiring with a focus on senior level positions across IT/ITES verticals
• Carry out recruitment across PAN India for IT/Non IT verticals whereas handling senior and midlevel positions

• Recruitment coordinator for corporates