Zeeshan Ansari

Senior Talent Acquisition Partner with a strong focus on securing top-tier technical talent for Cognizant's Insurance, Consulting, Digital, Advisory, and all sub-service lines. Utilizing end-toend recruitment processes, including demand gathering, candidate screening, and offer negotiation, to support various business units within the organization.

Leading creative and strategic candidate sourcing plans to provide a diverse and high-caliber pipeline of talent Responsible for Research and attend local events to attract talent.
Report generation and communication for status of active searches. Management of Applicant Tracking System (ATS)
Participated in weekly Hiring Committee with technical teams and other recruiters

● I work with the People Consultants & the Associate Partners/Partners on roles within the Assurance/Technology business line in Canada Area for Experienced hires. I need to drive appropriate recruitment plans based on an understanding of the recruitment methods and concepts & drive the diversity initiatives to meet metrics. ● Prepare, implement, and execute a successful recruitment/Sourcing strategy to significantly expand the EY talent pool. ● Maintain a current database of potential technical candidates in the various disciplines the company operates in. ● Seek out, screen, interview, and participate with management in the recruiting stages to attract and close high-quality candidates, especially in the hard-to-find specialized disciplines. ● Underpin recruitment strategies on self-reliance and internal resources \[non-agencies, etc.\]. ● Conduct on-campus recruitment to staff internship and new graduate vacancies. ● Attend career fairs and other events, perform web searches, and explore alternative and nontraditional recruiting methods.

● Prepare, implement, and execute a successful recruitment strategy to significantly expand Alert Driving’s talent pool. ● Drive the recruitment process by proactively presenting prospective candidates. ● Maintain a current database of potential technical candidates in the various disciplines the company operates in. ● Seek out, screen, interview, and participate with management in the recruiting stages to attract and close high-quality candidates, especially in the hard-to-find specialized disciplines. ● Underpin recruitment strategies on self-reliance and internal resources \[non-agencies, etc.\].

Ability to complete screening, interviewing, testing, and reference and background checks on potential candidates. ● Advertise job openings across multiple channels (e.g. job boards, careers pages and social platforms ● Coordinate with department managers and team leaders to identify current and future hiring needs. ● Attend job fairs and organize in-house recruitment events. ● Prepare monthly, quarterly and annual hiring status reports. ● Design procedures for each hiring stage, including assessments and interview questions. ● Liaise with college alumni associations. ● Work on various technical requirements and conduct primary sourcing. Sample job orders worked on: JAVA, C++, .NET, ORACLE, CRM, SQL, PL/SQL, PeopleSoft, Cisco, SharePoint, SDET Quality Analysis, Data Warehouse Architecture, Solutions Engineering, Lotus Notes Development, Network Engineering, Software Engineering, etc. ● Ensure proper on boarding for new hires ● Manage candidates’ information (e.g. resumes and contact details) in our Applicant Tracking System lIke Bullhorn/Job diva ● Conduct pre-employment screening, like getting references and performing background checks

Source recruit using basic and advanced passive sourcing techniques including x-raying, flipping, peel back, blogs, discussion groups, forums, and alumni associations. ● Work on non-technical requirements like Project Management, Business Development Management, Technical Writing, Business Analysis, Underwriting, Econometrics, Project Coordination, Process Development, Drug Safety, Scientist II, etc. ● Thorough knowledge of the sourcing process for different employment statuses like W2, Corpto-Corp, 1099 and for U.S. Citizens, GC, H1B, TN-1, and EAD holders. ● Passive Search: Search for candidates on various sites such as LinkedIn, Spoke, Jigsaw and social networking. Using advanced AIRS techniques, also identify candidates through search engines. ● Check resume quality of team members and maintain performance metrics dashboard for their daily submittals. ● Mentor iPlace Academy trainees and junior team members.