Suvidha Sewa Pvt. Ltd.

As Business Head, I oversee the recruitment team's operations, ensuring profitability and well-management. 
I identify and recruit high-quality candidates for our clients, using a variety of sourcing methods, such as job boards, social media, and referrals. I manage the entire recruitment process and ensure our client's needs are met.
Additionally, my experience as a business head and talent acquisition specialist includes:

• Manage a team of 11 recruiters, and provide guidance, coaching, and mentoring to ensure they meet 
  their targets and perform effectively.
• Develop and maintain relationships with clients, understanding their recruitment needs, and providing 
   quality candidates.
• Utilizing various recruitment technologies to improve efficiency, including Applicant Tracking Systems 
  (ATS), video interviewing software, and social media tools.
• Monitor and analyze recruitment metrics, such as time-to-hire, cost-per-hire, and source of hire, to 
  identify areas for improvement and optimize recruitment processes.
• Stay up-to-date with industry trends and best practices, attend industry events and conferences, and 
   network with other recruitment professionals.

Business Head and Talent Acquisition

Jobejee

• Developing and implementing business plans and strategies to achieve company goals.
• Setting and monitoring financial and operational targets, such as sales and profitability.
• Analyzing market trends and identifying new business opportunities.
• Overseeing the development and launch of new products or services.
• Building and maintaining relationships with key clients, partners, and other stakeholders.
• Working with cross-functional teams to coordinate activities and achieve business objectives.
• Ensuring compliance with laws and regulations related to the business.
• Lead and manage a team of employees, including setting performance goals and providing coaching and development opportunities.
• Developing and implementing talent acquisition strategies and plans to meet the organization's staffing needs.
• Sourcing, screening, and interviewing candidates for various roles within the organization.
• Tracking and analyzing key talent acquisition metrics, such as time-to-fill and cost-per-hire.
• Collaborating with cross-functional teams, such as HR and hiring managers, to identify and prioritize staffing needs.
• Developing and implementing programs to improve the candidate experience.
• Staying up-to-date on industry trends and best practices in talent acquisition.

Chaudhary Group

•	Provide professional experience and plan the design, development, and implementation of the talent evaluation process required to meet business objectives and develop an internal bench of outstanding talent.
•	Collect, analyze, and keep track of data for targeted leadership development.
•	Participate in organizational strategic planning.
•	Develop excellent sourcing and recruitment techniques that result in customer satisfaction as a business partner with hiring managers.
•	To have influence and impact on the recruiting process and hiring, develop effective relationships within the organization and with the hiring community.
•	Support the company's diversity and inclusion strategy plan, and create and maintain an atmosphere of equal employment opportunity, diversity, and competitive advantage.
•	Conduct training and presentations.
•	Recruit full-time, part-time, temporary, contractual, and intern personnel. Manage full life cycle recruitment (post, source, pre-screen, schedule, background, references, offer, onboarding, etc.). 
•	Complete the hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of the hiring team, and develop service-level agreements to ensure an effective and efficient recruitment life cycle while minimizing cost-per-hire.
•	Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
•	To develop modules for the MT/GT program (semi-annually) with the necessary tie-up with premium educational institutions.

Talent Management and Acquisition Manager

CloudFactory

• Work to create and implement an efficient talent acquisition strategy to improve recruitment 
performance for the local market.
• Applying strategies to attract diverse candidates to the company.
• Responsible for full-cycle recruiting functions to assist in maintaining a continuous pipeline of 
qualified candidates.
• Creatively attract new talent using multiple sources to advertise, source, and recruit.
• Creatively look for ways to increase the efficiency of the hiring process.
• Build strong relationships with Hiring Managers to understand and meet the hiring needs of their respective departments.
• Coordinate completion of background checks and manage all professional references and offer letters.
• Sourcing and discovering a top talent for open positions using job boards.
• Planning procedures for enhancing the candidate experience.
• Visit job fairs at schools or universities to attract possible future candidates.

Talent Acquisition Manager

CloudFactory provides a tech-forward, professionally managed workforce solution with all the benefits of a trained internal team. Our teams are agile, scale fast, and process data with high accuracy on virtually any platform. CloudFactory is on a mission to change how work gets done. We're using technology to make it super easy and affordable for startups and fast-growing companies to automate and outsource routine back-office data work.

As a leader in the Impact Sourcing movement, we aim to connect 1 million people to online work while raising them as leaders to address poverty in their own communities. Our workforce is recruited from talent “hot spots” around the globe, such as Nepal and Kenya, where we can hire the best and brightest in areas where there are thousands of talented people but limited opportunities for meaningful and sustainable employment.

• Create and drove talent acquisition and job placement strategies to attract diverse candidates.
• Source candidates for technical and non-technical roles and worked with hiring managers to coordinate interviews, offers, and onboarding.
• Evaluate resumes, interview where necessary, present qualified candidates to hiring managers, and solicit feedback to refine recruiting strategy.
• Develop and maintain strong working relationships with executives, HR team, and hiring managers to foster partnerships that produced consistent results.
• Leverage employee referrals, direct sourcing, Internet applications, and recruitment agencies to source candidates for positions.
• Built talent pipelines applicants through the use of various recruitment tools to support efficient and effective hiring.
• Optimize sourcing networks and used proactive methods to direct source candidates.
• Develop communication and marketing plan and leverage talent acquisition tools, resources, and campaigns to source and attract top talent.

Associate Manager - Talent Acquisition

Bimal Spark House and Kishan Group

•	Advise department managers of Company policy regarding equal employment opportunities, compensation, and employee benefits.
•	Consult legal counsel to ensure that policies comply with the federal law of Government.
•	Develop and maintains a human resources system that meets top management information needs.
•	Recruit, interview, test, and select employees to fill vacant positions.
•	Plans and conducts new employee orientation to foster a positive attitude toward Company goals.
•	Keep records of benefits plans participation such as insurance and Provident Fund plan.
•	Coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment.
•	Advise management in appropriate resolution of employee relations issues.
•	Respond to inquiries regarding policies, procedures, and programs.
•	Conduct wage surveys within the labor market to determine competitive wage rates.
•	Prepare a budget for human resources operations.
•	Prepare employee separation notices and related documentation and conducts exit interviews to determine reasons behind separations.
•	Prepare reports and recommends procedures to reduce absenteeism and turnover.
•	Contract with outside suppliers to provide employee services, such as temporary employees, outsourcing & Head Hunting Facility.

HR Manager

MAW Enterprises Pvt. Ltd.

•	Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards, recommends changes to the recruitment process, and implements changes
•	Coordinate and implement college recruiting initiatives.
•	Attend career fairs for recruiting and company recognition
•	Develop working relationships within colleges to aid in recruiting.
•	Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs.
•	Lead the creation of a recruiting and interviewing plan for each open position.
•	Efficiently and effectively fill open positions.
•	Conduct regular follow-up with facility managers to determine the effectiveness of recruiting plans and implementation.
•	Develop a pool of qualified candidates in advance of need.
•	Tracks the list of the recruitment agencies and their terms and conditions; introduces standardized terms and conditions for the recruitment vendors if possible
•	Maintain cordial relationship with external agencies, including recruitment agencies, recruitment advertising agencies, trainers, and suppliers of other HR products and services
•	Analyzes the recruitment software and recommends and implements changes to it
•	Identifies difficult job vacancies and investigates the best recruitment approach for them
•	Maintain all pertinent applicant and interview data in the Monthly Recruitment Tracker report

Assistant Manager

•	Set clear team goal
•	Delegate tasks and set deadlines
•	Oversee day-to-day operation
•	Motivate team members
•	To manage the operation of staff recruitment activity

Team Leader - Recruitment

•	Overall supervision of onboarding procedure of newly appointed associates (outsourced) including induction, briefing and training. 
•	Supervise exit procedure including exit interview and clearance and ensure post-employment funds are transferred timely. 
•	Ensure all team members meet the deadline to submit inputs including attendance, TADA, OT details required for generating payroll. 
•	Facilitate and design performance appraisal and prepare report accordingly 
•	Ensure all employees leave are tracked and recorded properly. 
•	Supervise the documentation procedure and ensure that all the documents are filed properly. 
•	Associates engagement and planning for collection of feedback of outsourced associates.
•	Tie up with Institutes, Colleges, coaching/ tuition classes, NGOs
•	Manage existing institutes, colleges, coaching/ tuition classes, NGOs
•	Arrange campus drives

Sr. Executive- Operations & Talent Supply Chain (TSC)

•	Supervise and lead the recruitment of Non Clerical positions including Drivers, Messengers
•	Design and develop sourcing strategies and plans to create pool of candidates to fulfill requirement as it comes.
•	Manage and lead the entire recruitment process of Driver and Co-drivers for Sajha Yatayat.
•	Fulfill the open positions within 7 days for inside valley an 14 day for outside valley.
•	Research market to find out the current standard and competitive salary for various positions.
•	Prepare newspaper advertisement for announcing vacancies as per the requirement. 
•	Conduct interviews to screen the candidates as well as review to evaluate if they meet required qualification.

Recruitment Executive

•	Tie up with Institutes, Colleges, coaching/ tuition classes, NGOs
•	Manage existing institutes, colleges, coaching/ tuition classes, NGOs
•	Arrange campus drives
•	Arrange walk-in-interviews and increase footfalls in office
•	Organize job fairs
•	Participate in job fairs
•	Carry out below-the-line activities to attract candidates
•	Sourcing, screening and selection of candidates

Talent Supply Chain (TSC) and Operations

•	Supervise and lead the recruitment of Non Clerical positions including Drivers, Messengers
•	Design and develop sourcing strategies and plans to create pool of candidates to fulfill requirement as it comes.
•	Manage and lead the entire recruitment process of Driver and Co-drivers for Sajha Yatayat.
•	Fulfill the open positions within 7 days for inside valley an 14 day for outside valley.
•	Research market to find out the current standard and competitive salary for various positions.
•	Prepare newspaper advertisement for announcing vacancies as per the requirement. 
•	Conduct interviews to screen the candidates as well as review to evaluate if they meet required qualification.
•	Research and find new sources as well as build network with various institutes for recruitment.
•	Manage database of sourced candidates as per the positions
•	Perform reference and background check for selected candidates
•	Prepare various MIS reports regarding recruitment status on weekly basis.
•	Coordinate with other department for enrollment of selected candidate.
•	Work with Accounts Department for ensuring transfer of funds for the appointed candidates

Officer - Recruiting

•	Sort CVs and manage database as per the qualifications and experiences of candidates
•	Prepare History forms as per the requirement.
•	Arrange interview for the screening of candidates
•	Conduct written tests and Group discussion sessions for preliminary screening of candidates.
•	Coordinate with Administration Department to ensure required resources for the Department.
•	Arrange departmental meetings for develop plans for recruitment.
•	Assist in developing different strategies and plans for recruitment.
•	Assist in building networks for sourcing potential candidates

Jr.. Recruiting Officer

I love meeting people, building networks, and connecting Talents with deserving jobs. I connect, communicate and build a bridge between the candidates and the company. Talent Acquisition / Recruitment has been my passion and something I have always been keen on and desired to be linked to. There is nothing so exciting than successfully recruiting a star and seeing them grow along with the company. 
I have always been appreciated for my responsiveness and transparency by my candidates and stakeholders. You will always know where you stand in the hiring process. If I have no news, I will at least communicate that I have no news. When it’s time for honest feedback, I will give it. I have always been focused on delivering a top-level candidate experience whether or not you’re hired. 

Things that matter to me most: My Family, My Friends, Building a lifelong relationship, and matching people with amazing opportunities.

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