Bengaluru, Karnataka, India
I work at the intersection of Talent Acquisition, HR Operations, and data-driven workforce execution. Currently a Recruiting Associate at Wells Fargo supporting US hiring across Technology, Risk, Finance, and Shared Services, managing multi-requisition pipelines and SLA-driven recruitment operations in a regulated enterprise environment. Over the past few years, I have developed a strong interest in using analytics and AI to improve recruiting workflows. As a Sikh Minority and HR, I closely understand DEI and am passionate and Diversity and Inclusivity in general. Some examples of work I have led or contributed to: • Built GenAI-enabled recruiting workflows generating 200+ hours of monthly productivity capacity across teams • Designed KPI dashboards tracking pipeline health, aging requisitions, interview throughput, and TAT trends • Presented an AI-driven workforce segmentation model to improve hiring workload allocation and forecasting accuracy • Maintained offer-to-join ratios of ~85–90% through structured stakeholder and candidate engagement Previously worked across startup and creative industries, including MyCaptain, Only Much Louder (OML), and Josh Talks. This experience helped me understand both sides of HR: • fast-paced startup execution • structured enterprise operations Areas I enjoy working in: • Recruiting Operations • HR Analytics • Workforce Planning • GenAI for HR • Process Optimization Always open to conversations around HR innovation, talent strategy, and the future of work :)
• Support US hiring across Technology, Risk, Finance, and Shared Services functions in a regulated enterprise environment • Manage 25–35 concurrent requisitions through Workday ATS and SLA-driven recruitment workflows • Led GenAI workflow optimization initiative across a 20-member cross-location team, generating 200+ hours of monthly productivity capacity • Built analytical trackers and Power BI dashboards monitoring pipeline health, aging requisitions, interview throughput, and TAT trends • Presented an AI-driven workforce segmentation model during an internal hackathon to improve workload allocation and hiring forecasting • Partner with hiring managers to refine job requirements and sourcing strategy using MarketTrac and Market Intelligence tools • Contribute to hiring governance through RCA analysis, process documentation, and compliance monitoring
• Full-Lifecycle Recruitment: Owned end-to-end recruitment delivery for multiple B2B client accounts across Sales, Marketing, Operations, and Early Career functions, managing 40 to 50 requisitions per quarter with full lifecycle ownership from intake to post-offer engagement. • Offer Conversion: Achieved approximately 95 percent offer-to-join conversion rate through structured candidate preparation, early expectation alignment, and rigorous post-offer engagement frameworks. • Attrition Reduction: Designed and deployed a customized 90-day integration and engagement framework for newly placed talent, reducing early-stage attrition by 18 percent within key accounts. • Revenue-Linked Hiring: Analyzed inbound lead data and digital content metrics from 5,000+ monthly inquiries to forecast and align hiring capacity with commercial revenue targets, contributing to a business line of approximately 1 crore INR. • Early-Talent Pipeline: Developed internship readiness frameworks using historical candidate data, improving CV shortlisting success rates by 20 percent and enabling a structured early-talent vertical. • Employer Branding: Led digital talent marketing initiatives including Instagram Reels, FAQ content, and success story campaigns, driving peak inbound lead generation and strengthening employer positioning in competitive talent markets. • Process Standardization: Standardized backend hiring trackers, feedback loops, escalation matrices, and stakeholder communication cadences, improving SLA adherence and reducing time-to-fill across high-volume mandates.
• Consulting Mandate: Delivered a time-bound consulting mandate within the People Team covering talent acquisition, workforce coordination, compensation advisory, and HR operations across creative, product, and support functions. • Requisition Management: Managed 12 to 15 concurrent requisitions end-to-end, achieving a 30 to 40 day time-to-fill average aligned with industry benchmarks through improved pipeline qualification and interview decision loops. • Compensation Benchmarking: Conducted comprehensive compensation benchmarking for creative and product teams, presenting data-backed restructuring recommendations directly to senior leadership. • Headcount Planning: Supported People Team leadership in headcount planning and hiring prioritization by consolidating role demand data and pipeline insights into structured reporting dashboards. • Process Efficiency: Streamlined stakeholder communication loops using automated tracking, reducing feedback turnaround time by 30 percent. • Employee Relations: Coordinated employee relations touchpoints, escalating queries and grievances through internal channels and maintaining resolution timelines within 48 to 72 hour targets.