Kalgi Shah

HR & Technical Recruiter 3 year of experience managing full-cycle hiring for engineering, product, and operations roles. Source passive candidates using manual Boolean and X-Ray searches. Screen, interview, and close candidates without automated systems.

Handle onboarding, offboarding, I-9 compliance, and payroll support. Track time-to-fill, source efficiency, and offer acceptance rates in basic spreadsheets. Run diversity sourcing through community boards and non-traditional platforms.

Partner with hiring managers to push back on unrealistic requirements. Document employee relations issues and performance improvement plans by hand. Keep pay transparency notices and EEO-1 records current.

Hire for startups and mid-size companies where no ATS is available.

HR – Technical Recruiter at Goldman Sachs (2025-09 – Present)

• Partnered with hiring managers each quarter to review upcoming open roles and identify hard-to-fill positions. Built sourcing strategies and performed manual Boolean & X-Ray searches on public platformsto reach passive candidates.
• Reviewed incoming resumes and conducted 30-to-40-minute phone screens. Assigned and manually reviewed technical or cognitive assessments. Scheduled live coding and skill-based interviews with team leads.
• Logged every candidate interaction on paper and in basic trackers. Moved candidates through a manual workflow: sourced → screen → tech interview → onsite → offer → hired. Tracked time-to-fill and drop-off rates without automated systems.
• Gathered salary benchmarks from public surveys and internal records. Monitored competitor hiring trends including funding changes and hiring freezes. Shared monthly reports on offer acceptance rates and reasons candidates declined.
• Posted jobs manually on free job boards and social media. Rewrote job posts by hand to remove biased or vague language. Updated company career pages and ran manual outreach campaigns for underrepresented talent.
• Sourced candidates from non-traditional platforms and community groups. Tracked sourced-to-screen ratios by demographic in simple spreadsheets.
• Sent offer letters and onboarding paperwork by email. Initiated background checks manually. Coordinated start dates with IT and facilities. Ran 30/60/90-day check-ins for new hires. Handled offboarding including exit interviews, laptop returns, and final paycheck notices.
• Collected and verified new hire tax forms such as W-4 and state withholding. Reported hours and PTO balances to payroll. Audited monthly benefits deductions against payroll runs.

HR – Technical Recruiter at HCL Technologies (2020-01 – 2021-12)

• Issued offer letters and new hire paperwork within 2 days of candidate acceptance. Complete exit checklists and collect company assets within 3 days of termination.
• Checked timesheets and leave requests before bi-weekly payroll submission to reduce mistakes. Compare benefit plan costs once a year and share lower-cost options with management.
• Documented employee concerns and resolution steps within 24 hours. Update personnel files and policy acknowledgments every three months to meet local labor laws.
• Created monthly reports on turnover and time-to-hire using Tableau or ATS export data. Track cost-per-hire and source effectiveness for each open position.
• Searched LinkedIn and job boards daily for candidates with required skills. Use the same 5 situational questions for each role and complete scorecards after each interview.
• Shared starting salary and benefits in writing before the verbal offer call. Review two salary survey reports per year to update pay ranges for each role type.
• Compared current headcount against project budgets every month. Post one employee workday photo per week on LinkedIn and respond to all online reviews within 5 days.
• Write job descriptions under 500 words listing only required skills, location, and pay range. Track which job boards bring the most hires and move 30% of the budget to the top two sources each year.
• Record pass/fail rates for each interview question to find biased or unclear questions. Send candidate feedback to hiring managers within 48 hours after each interview.

P.G. Diploma in HR Management – Narsee Monjee Institute of Management Studies

Bachelor of Commerce in HR Specialisation – S.M Patel Institute of Commerce