Recruiter III
Amazon Web Services
Total years of experience :17 years, 0 Months
Acting as a gatekeeper of AWS core values and culture. Organizing virtual roundtable hiring meet, actively involved in process improvement and delivering sourcing trainings to promote hire develop the best, leading and mentoring other recruiters, providing strategic guidance to hiring managers using a data-driven approach. Partnering with hiring managers, client leads, recruiting coordinators, sourcing recruiters, and business to streamline the process. Supporting multiple orgs to meet their hiring goals effectively and efficiently.
Achievements:
Filled 18 roles in 5 months, 3 offers declined, 4 more offers extended. Averaging 4.7 hires per ramped months against a goal of 2 hires per month. Exceeding expectations by 130%. Offer extended is better than the average for overall security team at AWS. Promoted to Full-Time job.
Proud sourcing professional with most impact on the business. Filled requisitions in almost all job families in a calendar year such as SDE, Industry Specialist, TPM, Data Science, PM and SecEng etc. Partnered with 12 orgs and 18 hiring managers. Participated in SDE pods. Redesigned and built internal wiki pages for Amazon Risk Management (ARM), AWS Risk Management Strategy and Engagement (ASE), Business Risk Management (BRM), Regulatory & Compliance Risk (RCR), Third Party Risk Management (TPRM), and AWS Security Assurance org to uplift internal customer engagement. Convinced 4 leaders from different orgs to participate in SDE roundtable meet. Delivered training across multiple orgs such as AmSec Talent Acquisition and Employee Referral Team (ERX) on sourcing talent using Amazon Hire, Beamery and other AWS TA internal Dashboards. Received multiple accolades from different orgs on delivering 1:1 and group sourcing trainings. Named as the most trusted partner by the employee referral recruiting team. Filled requisitions across US as well as Canada.
(Worked for SAIC, Hired by Capitol Careers).
Supporting America's National Security: Sourced over 100 cleared engineers, analysts, and program managers for classified aerospace, technology, and defense projects with USAF, NASA, Army, Marines, and Intelligence Community. Leveraged niche boards and networks to recruit hard-to-find talent cleared Top Secret up to TS/SCI with polygraph of fullscope polygraph for $655M satellite ground systems and other critical initiatives safeguarding the nation. Trusted recruiting advisor on stealth missions to hire best-in-class secure talent protecting freedom and democracy worldwide.
- Partnered with 9 hiring managers and regional teams to fill STEM, security, finance and legal roles requiring TS/SCI clearance and polygraph.
- Executed full life-cycle recruiting for over 100 cleared positions including systems, software, hardware, and network engineering roles.
- Sourced passive candidates through Boolean search, social media mining, niche boards, and community groups resulting in a 40% increase in qualified talent.
- Managed over 50 urgent priority requisitions using ATS tools to track status and streamline hiring.
- Leveraged automation and AI to accelerate sourcing and screening by 20%, freeing up time to build networks.
- Advised hiring managers and interview panels on marketplace dynamics and evaluating top cleared talent.
- Achieved quick turnaround on mission-critical hires like embedded software engineers in 2-3 weeks through optimized sourcing.
Cleared Talent Sourcing Expert: Identified over 450 highly-skilled and security-cleared engineers and data scientists through advanced Boolean search, niche boards, and multifaceted outreach strategies. Resourceful hunter of unicorns and purple squirrels overlooked by conventional means
- Sourced over 300 qualified cleared data scientists and applied research mathematicians with Top Secret or higher security clearance by leveraging niche job boards and clearance networks.
- Identified 155 qualified and clearable software engineer candidates with skills matching urgent requisitions by tapping into GitHub, StackOverflow and targeted groups.
- Implemented innovative sourcing strategies including Slack community outreach which increased qualified pipeline by 20%.
- Participated in weekly meetings with regional and global hiring teams via Microsoft Teams and Google Meet to align on top priority roles.
- Managed end-to-end requisition and candidate tracking in Lever ATS maintaining thorough records.
- Utilized Jira project management system to organize tasks, track progress and monitor results.
- Expanded talent pipelines by mining multicannel sourcing channels including Boolean search, social media mining, niche boards, GitHub, and referrals.
- Demonstrated resourcefulness in identifying qualified unicorn and purple squirrel candidates overlooked by conventional sourcing methods.
Shortened average time-to-fill for open roles from 52 days to 20 days, a 62% reduction, by optimizing sourcing strategy and streamlining hiring processes. Managed requisition and candidate tracking in Jobvite ATS, maintaining organized records.
- Generated over 100 leads from passive candidates by leveraging creative sourcing approaches like Github, Meetups, and Slack communities.
- Sourced and submitted 216 backend engineering candidates by mining niche job boards and leveraging networks.
- Sourced and submitted 152 frontend engineering candidates through targeted outreach and pipeline building.
- Identified and submitted 39 site reliability engineer candidates by utilizing Boolean search strings.
- Submitted 29 qualified sales engineering candidates by tapping into industry events and groups.
- Strengthened implementation engineering pipeline with 104 qualified candidates sourced through referrals and cold outreach.
- Leveraged niche job boards to source active candidates by identifying and posting roles on targeted platforms.
- Scheduled and conducted initial phone screens for over 150 candidates to assess qualifications and interest.
- Worked closely with recruiting team lead and hiring managers through regularly scheduled meetings and updates to align on current requisition needs.
- Developed and executed innovative recruiting strategies such as targeted meetup outreach which yielded a 15% increase in qualified talent.
Allstate Insurance Company is a Fortune 100 Company and also the most recognized brand in the insurance industry.
My core recruiting competencies include:
- Cultivated 32 requisitions at once. Strategy implementation. Sourcing (Boolean Search Strings, X-Ray Techniques, mining job boards, job postings, cold-calling, and networking). Interviewing, pre-screening, skills testing, and team building. Led a team of 7 recruiters.
- Applicant tracking and reporting (Taleo & iCIMS). Client relations, team building, leading from the front, Talent mapping, sales forecasting, resource allocation, and strategic management.
- Made over 4000 cold calls in 4 months to source qualified candidates, averaging 50+ calls daily.
- Shortened average time-to-fill from 133 days to 80 days by optimizing sourcing strategy and expediting hiring stages.
- Recruited and filled numerous positions with 1-14 day time-to-fill by leveraging networks to identify ready talent.
- Maintained 60% average offer-to-start ratio through effective offer negotiation and candidate closing skills.
- Cultivated 32 open requisitions simultaneously by implementing structured recruitment strategy and process.
- Forecasted and planned 2017 job fair calendar to prioritize top recruiting events nationwide.
- Researched and estimated total space rental costs for job fairs in target locations.
- Compiled contact information for 50+ strategic job fair organizers to facilitate outreach.
- Developed database of 8M women and minority owned businesses to expand diversity sourcing pool.
- Assembled database of 350K insurance agents to enable targeted insurance industry recruitment.
- Built database of 500K mortgage brokers to access relevant talent network.
- Identified and catalogued contact info for 4700+ US colleges to support campus recruiting.
- Provided leadership and direction for 7-person recruitment team as senior team member.
- Managed 2 recruiting teams (US, India)
- Sourced over 200 qualified engineering candidates through niche job boards, GitHub networking, and tech meetups, resulting in 125 hires.
- Managed full cycle recruiting for 45 open roles across software engineering, QA, DevOps, and data science.
- Reduced time-to-fill for software developer openings by 30% by refining sourcing strategy and streamlining interview stages.
- Developed recruitment training program to onboard 5 new recruiters, reducing ramp-up time by 40%.
- Established campus recruitment strategy and helped hire 30 entry-level developers from top engineering schools.
- Doubled referral bonus payouts by promoting employee referral program, resulting in 45 new technical hires.
- Built strong client relationships and improved customer satisfaction scores by 75% through regular status updates.
- Managed 8 large corporate technology accounts, understanding needs and providing tailored recruitment solutions.
- Exceeded annual key performance metrics for submissions, interviews, offers, and starts.
- Ranked as #1 technical recruiter in 2015 for volume of hires and fastest time-to-fill.
- Established all core HR functions including recruitment, compensation, training, and performance management for a startup of 75 employees.
- Built the recruitment function from scratch and hired over 50 talented developers, artists, and designers within 1 year to meet studio growth.
- Reduced time-to-fill for critical programming roles by 25% through targeted technical networking and referrals.
- Implemented applicant tracking system and online recruitment tools, enabling application management for 500+ applicants.
- Conducted competitive market analysis to develop competitive compensation framework, improving talent retention by 15%.
- Designed and executed onboarding program that improved new hire retention by 30% in the first year.
- Managed annual performance review process for all employees and calibrated ratings across departments.
- Rolled out 360-degree feedback system and leadership development plans for the executive team.
- Launched company intranet site and HR portal to improve communication and self-service capabilities.
- Managed employee relations issues and maintained compliance with regional employment laws and standards.
SPECIALTIES: Human Resource Management, Training & Development, Communication, Recruiting, Policy design and implementation, multi-tasking, applicant tracking system ATS, attendance management, an employee onboarding, Salary negotiations, compensation management, performance evaluation, performance appraisal, Sales Management, Customer Service, Job Analysis & design. Conflict Management, Conflict Resolution, Interviewing, short-listing, screening, resume sourcing, Microsoft Office Suite, Ms. Word, Ms. Excel, Ms. PowerPoint, Ms. Access, HR Metrics.
Identified over 375 qualified candidates and ultimately recruited over 75 candidates through personal networking across various functions like engineering, sales, marketing, and operations during my tenure.
- Sourced and screened over 2, 000 resumes and successfully matched candidates to 125 open roles in 2011.
- Reduced time-to-fill for technical roles by 20% by optimizing sourcing strategy on niche job boards and engineering networks.
- Developed recruitment training program and onboarding processes that improved new recruiter ramp-up time by 30%.
- Achieved cost savings of 18% in recruitment advertising by negotiating discounted job bundle packages.
- Increased applicant to interview ratio from 32% to 45% in 2010 through refined screening practices.
- Ranked #1 recruiter out of 25 for most hires generated in Q3 and Q4 of 2009.
- Placed 45 entry-level candidates through targeted college campus recruitment events and partnerships.
- Decreased candidate fall-off rate between screen and offer stages from 30% to 20% through improved communication.
- Successfully built an in-house recruitment team of 12 recruiters within 1 year to centralize hiring.
SPECIALTIES: Talent management, Human Resources Management, Compensation, Negotiation, Training, Human Resources Information System, Talent mapping, Applicant Tracking System ATS, sourcing, staffing, onboarding candidate, end to end recruitment, screening and shortlisting, social media search, social networking, professional networking, cold calls, full-cycle recruitment, client management, interviewing, database management, Microsoft office suite, Ms. Word, Ms. Excel, Ms. Access, Ms. PowerPoint. Sales Management.
Master of Business Administration MBA
Bachelors Of Business Administration BBA
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