Greater Bengaluru Area
5 years. 200+ hires. Zero offer-to-join excuses. I've built recruiting machines inside some of India's most demanding global accounts — Bosch, Siemens, Alcon, BASF, and Vestas — managing 30–45 open roles at a time and closing 45+ positions a year with an 80–85% offer-to-join ratio and a 30–35 day TAT. That didn't happen by accident. What I actually do differently: → I run calibration sessions before sourcing starts — finding the right candidate, not the easiest one → I build passive talent pipelines before roles open — cutting reactive sourcing by 20–30% → I write Boolean strings that surface real people, not just keyword matches Where I've worked: Embedded RPO (ManpowerGroup) → In-house solo recruiter (K12 Techno) → and everything in between. I've hired across Engineering, Manufacturing, GCC, Procurement, Quality, R&D, and Corporate functions. Tools I live in: LinkedIn Recruiter · Naukri RMS · Workday · Taleo · Zoho Recruit · Power BI What I'm looking for next: An in-house TA role at a GCC, product company, or global manufacturer — where I own a function, not just fill a queue. Based in Bengaluru. Open to remote. Let's connect: [email protected]
Embedded RPO model — sitting inside client accounts and running hiring as an extension of their internal TA teams. - Closed 30–50 mandates per quarter across Bosch, Siemens, HP, BASF, Duracell, and Alcon — mix of high-volume production roles and niche engineering/R&D profiles - Maintained 75%+ offer-to-join ratio over 3 consecutive quarters through structured candidate engagement and active follow-through during notice periods - Cut average time-to-hire by 20–30% by building passive talent pipelines before mandates were raised, reducing dependency on reactive job-board sourcing - Managed 6 active accounts with zero escalations — ran calibration sessions with client hiring managers upfront to align on fitment and prevent mid-process course corrections - Sourced the majority of hires through LinkedIn Recruiter, Naukri, Boolean search, and referral networks — minimising third-party agency dependency
Managed end-to-end recruitment lifecycle as an individual contributor for niche and critical roles across IT, Engineering, and Manufacturing functions — handling 25–35 active requisitions simultaneously for clients including Bosch, Siemens, Vestas, BASF, and Alcon. Developed and executed multi-channel sourcing strategies using LinkedIn Recruiter, Naukri, Indeed, social media platforms, referrals, and professional networks — sourcing 70%+ candidates passively for senior mandates. Collaborated closely with hiring managers and stakeholders to gather requirements, align on hiring priorities, conduct calibration sessions, and ensure timely closures — achieving 80–85% offer-to-join ratio and 30–35 day average TAT. Maintained accurate ATS records (Workday, Taleo, Zoho), tracked recruitment metrics including time-to-hire, pipeline status, and closure ratios, and built ROI dashboards improving SLA compliance by 22%.
On-site vendor TA partner — individual contributor embedded within client HR teams across global Automotive, Manufacturing, and Engineering accounts.