اديتيا Deshpande

Leading Product Management and Software Engineering (SaaS) recruiting (from Intermediate to confidential VP-level) globally for Flexera/Snow’s current transition from On-prem to Cloud, providing a senior-level talent pipeline in alignment with business goals. Average req load of 20 roles with 4 hires per month. Additional hiring for roles in Sales, Finance, and Accounting.

Position Highlights:
• Used creative, strategic sourcing strategies and succession planning that saved the company $500k in recruitment budgets in 2022 and ~$1.2m as a team in 2023 (Zero agency usage)
• Partnered C-level executives, VPs, Directors & HRBPs closely to establish and execute hiring strategies, prioritize requirements, reporting, and funnel management. Maintained a pipeline hit ratio between 20-25%
• Built and achieved a strong DEI employer brand attracting top talent, including hiring ~45% female candidates in 2022 and 33% in 2023 (leveraging LinkedIn and other digital platforms). Conducted market research such as competitor analysis, compensation, DEI trends, and recruitment platforms (web, AI)
• Designed and implemented a hiring program called ‘License to Hire’ to continuously improve the recruitment process
• Designed and implemented a referral policy resulting in 33% growth of applications through referrals in 2023
• Implemented a psychometric testing platform(QUEST) to access valuable competency-based questions to better evaluate the candidate’s capability

Placement coaching and services for candidates and clients based in North America.

Helped the founders /CEOs of early-stage start-ups to build their first leadership teams.

Led Cybersecurity, Data Science, AI/ML, and Software Engineering recruiting for Bell’s professional services IT consulting wing. Excellent relationships with VPs and Directors to build succession planning and future pipelines, social media engagement, and promote diversity hiring. Average req load of 30 with 6-8 hires per month from sourcing to offer.

Position Highlights:
• Developed and executed a LinkedIn campaign to keep attracting candidates and increasing passive candidate applications while saving on agency fees of close to C$500k in 2 years (2018-2020)
• Reduced time to hire ( 60 days) by advising senior leadership and HRBPs on talent acquisition plans staffing process, timelines, and expectations using data & metrics after studying & understanding business needs
• Rebranded the careers page to categorize jobs and create ease in applying achieving 50% more web traffic
• Mentored a team of Junior Recruiters, Coordinators, and Contractors to grow to become TA Specialists

Reporting to the SVP of Channel Partnerships, led the full-cycle recruitment process for GTM and technical roles, including proactive sourcing (Boolean searches via LinkedIn Recruiter and Indeed, LinkedIn Campaigns), screening, interviewing, negotiating, and closing offers. Average req load of 20 with 5 hires per month from sourcing to onboarding.

Position Highlights:
• Managed a team of 3 Junior recruiters and Coordinators. Coached them to be impactful and demonstrate exceptional communication, interpersonal, and data-informed presentation skills, focusing on building strong relationships with executive leadership, candidates & hiring teams.
• Partnered with hiring managers on job design, talent acquisition strategies, and offers (compensation, negotiation). Analyzed data to forecast hiring needs and pipelines. Presented findings using PowerPoint
• Reduced hiring cost and time by creating plans with great ROI; executing social media strategies, and representing the company at career fairs, web developer summits, hackathons, etc. (Zero agency usage)

Led hiring for capital markets and commercial banking in tech and non-tech domains. Fulfilled urgent requests from clients through campus recruitment, high-volume walk-in drives, and attending job fairs. Average req load of 50-60 with 20-30 hires per month.