Talent Acquisition Manager - Awign Enterprises
(2025-05 - 2026-02)
Clients: Swiggy, NVIZION, Sutherland, Ascendion, Nopalcyber, Whatfix, PeopleGrove, Inteliwaves, Infopro Learning, NPST
- Designed and executed scalable AI/ML and advanced tech hiring strategies aligned with business growth and product innovation.
- Led and mentored recruitment teams, enabling high-impact hiring in Data Science, Machine Learning, Deep Learning, NLP, Computer Vision, and MLOps roles.
- Built strong talent pipelines for AI/ML researchers, Data Engineers, Cloud/DevOps for ML, and Applied Scientists, ensuring access to niche, high-demand skill sets.
- Optimized hiring productivity by leveraging AI-driven sourcing tools, ATS, and CRM systems to identify and engage top talent while building strong pipelines for future workforce needs.
- Created market intelligence reports on emerging AI/ML hiring trends, compensation benchmarking, and competitor insights to support workforce planning.
- Enhanced employer branding as an AI/ML-focused talent destination through networking, tech communities, and digital outreach.
- Optimized recruitment delivery by reducing vendor dependency, improving offer-to-join ratios, and ensuring cost-effective hiring solutions.
Talent Acquisition Lead - US & Canada - Narwal Inc.
(2024-06 - 2025-02)
Clients: Deutsche Bank, TD Bank, Becton Dickinson, Nutrien, FIS Global, Worldpay, Dun & Bradstreet, Jorie AI
- Led full-cycle recruitment for large-scale technical hiring across multiple technology verticals.
- Developed and executed sourcing strategies including direct sourcing, social hiring, and passive talent engagement.
- Built strong working relationships with hiring managers and delivered strategic hiring solutions.
- Executed hiring programs aligned with business needs to improve time-to-fill and hiring quality.
- Served as Lead Recruiter/IC for niche and high-priority mandates.
Talent Acquisition Lead - US & Canada - Marlabs Innovation
(2022-04 - 2023-12)
Clients: Pfizer, Merck, Johnson & Johnson, West Pharma, Samsung, Qualcomm, Morgan Stanley
- Provided full cycle recruitment services, including candidate sourcing, screening, interviewing, selecting, presenting, negotiating, and extending offers of employment.
- Generated Revenue from full-time, contract to hire and contract placements annually by collaborating with internal stakeholders from both technical and sales teams. Consulted with clients to gain a better understanding of client expectations and goals.
- Built and cultivated talent pipelines to meet hiring needs and scale business effort by partnering with Human Resources Department to generate legal contracts. Conducted specialized testing and background checks.
- Working closely with onsite/offshore sales, hiring managers and delivery to discuss the progress, challenges and new addition and expectation of customer. Interacting with various stakeholders of the project in determining timelines and project schedules, manpower planning in global market.
- Measured and managed talent acquisition progress while setting team performance goals, metrics, and timelines. In addition, established formal tracking process to deliver on hiring and business growth goals.
- Searching and identifying potential candidates from job portals (Dice, Tech-Fetch, Career Builder, Monster, Job Diva, etc.), references, and vendors as per the specifications of the client.
- Leveraged all available talent channels to expedite recruitment of technical roles by driving sourcing capability and capacity across geographically dispersed teams. Proactively built diverse candidate pools. Also, Attracted and closed senior level candidates in alignment with hiring plans for technical and business-related roles.
Talent Acquisition Lead - US & Canada - Sonata Software
(2020-03 - 2022-04)
Clients: Microsoft, Walmart, Dell/EMC, Cisco, Sony, Informatica, Tesco, PennyMac
- Leading a Team (5 associates) of experienced recruiters and closing the Targets proposed by customers on given SLA.
- Interact with Competency Leaders, understand their requirements and fulfil the same using quality resources within stipulated time (SLA) and thereby meeting recruitment targets.
- Sourcing / Screening / Involved in selection process / Salary negotiation / Offer release /pre offer and Post Offer follow up / Employee engagement and retention.
- Interfacing with various Business Heads on the current & future requirements and have got fitment approvals from Business Heads on Salary Deviations for many candidates.
- Responsible for Candidate assessments, fitment analysis before making an offer.
- Driving recruitment metrics (Time to Fill Ratio TAT, Quality, cost per hire, cost of hire, source mix, offer to join ratio for the BU etc.) and Utilize ATS to perform candidate screening (and other program tools) to Update status of Candidates on Applicant Tracking System (ATS) regularly.
- Develop proactive sourcing strategies to engage and develop a pipeline of passive talent apart from the active pool.
- Enhance candidate experience for the interview process and build a mechanism to capture candidate feedback in a timely manner.
- Ensure market benchmarks, culture fit and internal bands are taken care of while offering a candidate and prioritize the hiring funnel basis business requirements.
- Strategize to improve the shortlist ratio, offer acceptance to joining ratio, adherence to process timelines and optimization of talent acquisition budget.
Lead US IT Recruiter - SOAIS (SOA IT Solutions)
(2015-10 - 2020-03)
Clients: IBM, Oracle, ServiceNow, Texas Instruments, Applied Materials, Synopsys, Robert Bosch, Caterpillar, General Motors, Chrysler, NRG Energy, REXEL Holdings
- Provided full cycle recruitment services, including candidate sourcing, screening, interviewing, selecting, presenting, negotiating, and extending offers of employment for Information Technology recruitment service organization.
- Regular service meetings with the existing clients to understand and address their concerns and partnering with them for their manpower needs.
- Responsible for performance tracking to expected Talent Acquisition Delivery SLAs and KPIs. Partners closely with the business WFP leader to understand the workforce plans, hiring forecast and location strategy to calibrate against recruiting capability / resource plans and operating budget.
- Work and form relationships with internal management teams to know the ins and outs of their departments and better understand their hiring needs and job specifications, Competition Mapping, Market Intelligence reporting and Talent Mapping for different business functions.
- Generated Revenue from full-time and long-term placements annually by collaborating with internal stakeholders from both technical and sales teams. Consulted with clients to gain a better understanding of client expectations and goals.
US IT Recruiter - National Systems Consulting
(2012-12 - 2015-09)
Clients: TCS, Wipro, Infosys, HP, TATA ELXSI, TD Bank, Bank of America
- Manage full life cycle recruiting responsibilities to include requirement analysis, candidate sourcing and interviewing, compensation negotiation, and new hire on Boarding, Qualify candidates for appropriate positions through a process of sourcing, screening, and interviewing. Preparing and taking initial technical interview and submitting the lead to technical panel and client.
- Working as a complete life cycle recruiter right from advertising, filtering resumes (direct source and through prime vendor support), job posting, pre-screening, interview follow-up, background/reference checks, calling prospects and closing the requirement. Qualify potential candidates for open positions.
- Follow-ups with client regarding feedback as well as with the candidates. Maintaining & updating the database of Consultants & Client details.
- Interact with Competency Leaders, understand their requirements and fulfil the same using quality resources within stipulated time (SLA) and thereby meeting recruitment targets.
- Sourcing / Screening / Involved in selection process / Salary negotiation / Offer release /pre offer and Post Offer follow up / Employee engagement and retention.
- Interfacing with various Business Heads on the current & future requirements and have got fitment approvals from Business Heads on Salary Deviations for many candidates.
- Responsible for Candidate assessments, fitment analysis before making an offer.
- Driving recruitment metrics (Time to Fill Ratio TAT, Quality, cost per hire, cost of hire, source mix, offer to join ratio for the BU etc.) and Utilize ATS to perform candidate screening (and other program tools) to Update status of Candidates on Applicant Tracking System (ATS) regularly.
- Develop proactive sourcing strategies to engage and develop a pipeline of passive talent apart from the active pool.
- Enhance candidate experience for the interview process and build a mechanism to capture candidate feedback in a timely manner.
- Ensure market benchmarks, culture fit and internal bands are taken care of while offering a candidate and prioritize the hiring funnel basis business requirements.
- Strategize to improve the shortlist ratio, offer acceptance to joining ratio, adherence to process timelines and optimization of talent acquisition budget.
