Talent Acquisition Associate - GrayQuest - Mumbai, India (Hybrid)
(2025-06 - 2025-12)
Partnered with CTO and senior business leaders to recruit and hire across Finance, People Operations, Engineering, and Leadership functions - translating quarterly business objectives into structured workforce plans and hiring roadmaps.
- Developed and owned innovative sourcing strategies leveraging employee referrals, networking, internal databases, and AI-driven tools (LinkedIn Recruiter AI for passive talent discovery, GPT for personalised outreach at scale) - reducing manual screening effort by 35% and improving shortlist turnaround.
- Deployed Claude AI as a structured screening tool: provided JD context with must-have, good-to-have, and negotiable criteria; generated ranked candidate assessments (1–10 fit score), written feedback, and profile summaries - reducing screening time and improving shortlist quality for hiring managers.
- Evaluated candidate skills against hiring manager needs, managing end-to-end interview processes and communicating with interview teams to ensure preparedness at every stage.
- Implemented centralised real-time pipeline dashboards in Keka HRMS, giving leadership full visibility into pipeline, offer, and joining stages - enabling data-driven decisions in weekly hiring reviews.
- Executed cross-functional campus hiring initiative for 1,000+ interns across Tier 1-4 institutions PAN-India, owning full-cycle process from role briefing to onboarding.
- Reduced manual reporting effort by 42% by consolidating hiring metrics into a unified tracking framework, improving cross-functional alignment.
- Trained People team on LinkedIn Recruiter and HRMS workflows; built institutional partnerships across four regions to strengthen employer branding and candidate experience.
Talent Acquisition Executive - Recro - Bangalore, HQ (Remote)
(2024-06 - 2025-06)
Acted as sole consultative hiring partner to CEO and CXO leadership, translating quarterly OKRs into workforce plans, prioritisation frameworks, and cross-project recruiting initiatives aligned with business expansion goals.
- Recruited and hired 32+ strategic hires across Finance, Tech, Program, and Leadership functions within 11 months - attaining all business hiring objectives with precision.
- GPT, Claude AI as a structured screening tool: reducing screening time and improving shortlist quality for HMs.
- Negotiated and closed offers by partnering with senior management, achieving a 100% offer-to-joining ratio and zero offer drop-offs across 11 months - competing for talent across compensation packages.
- Influenced hiring managers on their hiring strategy, scaling the team from 38 to 82 members (116% growth) in under a year while maintaining quality-of-hire and performance alignment.
- Built executive-level funnel analytics dashboards tracking conversion ratios, time-to-fill, sourcing, and pipeline health - presented in weekly leadership reviews to identify issues and recommend process enhancements.
- Reduced sourcing turnaround time by 32% by optimising Boolean search strategy, channel segmentation (LinkedIn, Naukri, Instahyre), and structured outreach sequencing.
- Strengthened hiring governance by improving documentation accuracy, offer forecasting, and pipeline transparency - building productive relationships across all levels of management.
HR Operations (Intern) - GeeksforGeeks - Noida, India
(2024-04 - 2024-06)
- Evaluated and sourced 15,000+ candidate profiles across tech roles, screening for skills and fit against client needs.
- Improved sourcing efficiency by 20% through structured data management, candidate segmentation, and contact list optimisation.
Recruiter (Intern) - Coding Ninjas - Gurgaon, India
(2024-02 - 2024-04)
- Reduced time-to-fill by 15% through improved screening workflows, stakeholder alignment, and proactive interview team communication.
- Supported campus recruitment drives, building relationships with institutions and delivering strong candidate experiences.
