سوميت parashar

• Lead end-to-end recruitment across 60+ stakeholders and multiple business
units
• Drive AI-enabled hiring using ChatGPT for sourcing, screening, and
engagement
• Deliver leadership & niche hiring aligned with diversity and business goals
• Achieve 30-45 days time-to-fill with strong offer-to-join conversion
• Ensure high candidate and stakeholder satisfaction (NPS 71+, HM ~89%)
• Lead strategic initiatives: Internal First, RIF redeployment, Hiring Manager
programs
• Optimize sourcing through LinkedIn, job boards, and market intelligence tools

• Strategic Workforce Planning & Advisory Leadership: Partner with global CIO stakeholders to forecast and
execute technical headcount requirements across US, EMEA, and APAC; consistently deliver up to 800+ complex
technical and leadership roles annually. Act as functional lead and go-to advisor for junior recruiters on niche and
escalated requisitions.
• AI Integration & Efficiency: Integrate Generative AI tools (ChatGPT, Gemini) into the talent acquisition
workflow for job description optimization, candidate screening, and engagement, sustaining a 30-45 day Time-to
Fill (TAT) for niche technical positions.
• Talent Branding & Diversity: Orchestrated a large-scale Women Empowerment Initiative for 500+ candidates,
resulting in a 160+ female candidate pipeline and achieving 24% diversity hires.
• Internal Mobility & Change Management: Served as the Point of Contact (POC) for Reduction in Force (RIF)
redeployments, successfully reabsorbing 100% of targeted employees into alternative internal roles; awarded
Internal First Champion twice.
• Performance Metrics & Governance: Maintained a 71.67 Net Promoter Score (NPS) for candidate experience
alongside an 89% Hiring Manager satisfaction (CSAT) rate, ensuring 90% data reporting accuracy and zero
invalidated starts.

Hiring candidates across levels from Junior, Mid, Senior level resources for various technologiesand
business units like- OCI, HGBU and Fusion Development and act as hiring Point of contact forvarious
BU’s
• Interacting with multiple hiring managers taking care of 50 + headcount usually.
• Responsible for entire hiring life cycle following reference generation, employee referrals, Internal
database, cold calling, Social and Professional Networking sites like Linkedin, Facebook and Job
Boards.
• Devise and Implement strategic recruitment initiatives to understand recruiting demand, market
recruitment scenario and share best practices to hiring manager and understanding quarterly
targets for the financial year. Interacting with Hiring Managers, to get the resource requirement,
making strategy and deciding the timeline for closing the requirement.
• Generate reports and provide hiring presentations to business groups. Reports like Recruitment
Status Report, Open Head count report, Offer and Decline analysis.
• Conducting weekend drives to close the positions within the deadlines

• Team Leadership: Led and coached a team of 4-8 recruiters and sourcers, directing full-cycle technical
recruitment operations across SaaS, travel, and hospitality business units during a phase of aggressive high-volume
scale.
• Execution & Delivery: Set team priorities and drove execution of mass hiring events and weekend walk-in drives,
securing 100% on-time delivery for quarterly technical staffing targets.
• Stakeholder Partnership & Mentoring: Partnered directly with functional business heads to map talent pipelines
against upcoming product roadmaps, and mentored junior recruiters on sourcing strategy and stakeholder
communication.

• : Executed end-to-end IT staffing and recruitment mandates for Fortune 500 captive and GCC client accounts
across software development, data engineering, and QA.

Built proactive talent pipelines and managed full-cycle recruitment processing for BFSI and product-based
clients.