Sharmistha Dutta

I was leading the Technology & Digital recruitment team for India delivery centres, achieving the annual onboarding of more than 1000 professionals and transforming TA processes via digitization and automation.

Highlights of key responsibilities:

• Strategic Planning: Develop and implement talent acquisition strategies aligned with business goals and growth objectives. Overall average hiring numbers 1000 per annum across all levels and divisions.
• Market Analysis: Conduct market research to understand talent trends, competitive landscape, and industry benchmarks. Specific to Niche skills (9%) and leadership roles (7%).
• End-to-End Leadership Recruitment: Manage the full recruitment lifecycle from job requisition to offer acceptance, including sourcing, interviewing, and negotiating offers. 7% of the total hiring numbers.
• Stakeholder Engagement: Collaborate with hiring managers and senior leaders to understand hiring needs and provide guidance on talent acquisition best practices. Monthly updates on data driven analysis for hiring positions.
• Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, maintaining professionalism and clear communication.
• Reporting and Analytics: Track and report on recruitment metrics, including time-to-fill, cost-per-hire & candidate source effectiveness, to assess and improve recruitment processes.
• Process Optimization: Continuously review and improve recruitment processes to increase efficiency and effectiveness.
• D&I Initiatives: Drive diversity and inclusion efforts in recruitment practices to ensure a diverse and inclusive workforce. 37% inclusive workforce from junior to mid-level. Set and monitor diversity recruitment goals and track progress towards achieving them.

I was brought on board as the recruitment lead to significantly increase the organization's workforce, aiming to hire 1,000 employees within 12 months. I played a crucial role in candidate engagement, stakeholder management, and employee onboarding, supported by a robust Recruitment Process Outsourcing (RPO) strategy.

Highlights of key responsibilities:

• Played a key role in implementing best practices for the recruitment process within the organization.
• Developed hiring forecasts aligned with the business plan and executed high-volume recruitment within budget constraints.
• Managed the comprehensive recruitment cycle, tapping into diverse talent pools; coordinated with stakeholders on capacity planning and dedicated efforts to refining hiring metrics.
• Facilitated communications with external vendors and agencies, leading contract negotiations to secure advantageous terms and maintain productive partnerships.
• Committed to guiding and mentoring the RPO team to accomplish their targets within the stipulated SLA, offering training on project nuances, upcoming role competencies, and best practices in the industry.

• Held a critical role as a recruiter for the leadership hiring team at Sapient Nitro, managing hiring in Noida, Gurgaon, and Bangalore.
• Played active role in developing a comprehensive recruitment roadmap by analyzing requisitions and identifying diverse recruitment sources to meet targets (quarterly target of 5 roles).
• Analyzed requirements and sourced talent through combination of networking, referrals, online job portals, and vendor partnerships. Target involved securing 2 hires per quarter or 40% yearly through referral sources.
• Conducted profile shortlisting, arranged interviews with coordination team, finalized offers, prepared offers on Taleo, and ensured follow-up until joining.
• Actively participated in corporate social responsibility group “Unnayan.”

• Successfully filled numerous hard-to-source roles by utilizing creative search methods and tapping into niche networks (with a quarterly target of 30 roles per month).
• Developed strong rapport with candidates, providing support during interviews, offer negotiations, and onboarding process. Maintained a joining ratio of 95% consistently.
• Streamlined recruitment processes for improved efficiency, utilizing internally developed applicant tracking systems and recruiting software.