Apurva Tiwari

Closed 40–50 roles in 6 months, cutting TAT by 25–35%; drove 80% offer-to-join ratio (vs. ~60% prior) via structured candidate experience and comp benchmarking. • Lifted women hiring to 20–25% at mid-senior levels through structured DEI sourcing pipeline. Built competency-based scorecards — 85%+ hiring manager satisfaction

Built automated HR dashboards (attrition, headcount, hiring velocity, cost pacing) that enabled regional leadership to shift from intuition-based to data-backed workforce decisions. • Delivered 80–120 hires per expansion cycle at 20–30% lower TAT; reduced agency dependency by 30–40%, saving significant agency costs annually. • Introduced digital screening for frontline hiring — 40% faster with higher quality-of-hire scores.

Scaled Product team from 20 to 55 in 6 months by redesigning the TA engine end-to-end; delivered 50–60 priority hires annually at 30–45 day TAT. • Built a 0→1 Attrition Risk Predictor adopted by Tech leadership — dropped top-performer attrition from 11% to 7% through targeted retention interventions. • Revamped people policies with HRIS-backed governance — 15% engagement uplift, Top 3 GPTW ranking. 95% new-hire satisfaction via onboarding redesign. • Drove L&D programs across tech and non-tech teams — 70–80% participation, 20–30% skill readiness uplift

RBP for 4,000-employee org spanning retail and corporate — owned performance management, onboarding, exits, and governance end-to-end. • Scaled nationwide from zero — onboarded 2,000+ retail and 100+ corporate hires during rapid expansion phase. Cut annual hiring costs by 49% by building employee referral networks, reducing agency dependency. • Ran performance cycle for 2,000+ employees at 90%+ completion; built succession pipeline for 25–30% of critical roles. Recognized as Employee of the Year.