Balaji Saravanan

Partnering with law firm hiring managers and Partners to define specific requirements for new roles, from Associate to Partner levels. Acting as an extension of the law firm’s brand to sell the firm’s vision, compensation structure, and long-term growth opportunities to elite talent. Maintaining a steady pipeline of qualified candidates to ensure firms can scale quickly when new dockets or cases are acquired.

Led IT recruitment efforts, ensuring timely closure of critical requirements. Expertly sourced and recruited top talent for Fortune 500 clients. Utilized specialized platforms like Dice, Monster, and LinkedIn for candidate identification. Clear understanding of US benefits, Compensation, employement types and terms like Corp to Corp (C2C), W2, 1099 and Contract to hire (C2H). Skillfully categorizing requirement allocation to team members based on their interests and skills. Mentored and led a team of four recruiters, guiding them from basic training to successful client closures. Orchestrated regular team meetings to drive goal achievement and team development. Played a key role in developing a new ATS module, facilitating stakeholder collaboration and process refinement.

Responsible for closure of Technical requirements from companies top listed in fortune 500. Exclusively worked for Facebook, SAIC, Salesforce requirements. Pre screening by conducting Video conference. Negotiation and closure

Sourced high-level technical talent across diverse stacks including .NET, Java, Salesforce, Mobile (iOS/Android), and Machine Learning. Managed full-cycle recruitment for specialized IT roles ranging from Software Developers and Network Admins to Project Managers and QA Testers. Identified active and passive candidates for contract and permanent roles using LinkedIn, Dice, Monster, and strategic networking. Mentored junior recruiters by providing ongoing training on technical policies, sourcing procedures, and departmental best practices. Evaluated candidate profiles against complex requirements, vetting technical skills, work history, and salary expectations. Led pre-screening and interviewing processes utilizing technical assessments and behavioral questions to ensure top-tier placements. Partnered with IT leadership to forecast hiring needs, coordinate department goals, and manage the end-to-end onboarding process.