Bhimesh Rao

My responsibilities include: 1. Act as a strategic Talent Acquisition partner to drive business results. 2. Lead end-to-end hiring for tech and non-tech roles across levels. 3. Build proactive talent pipelines to reduce time-to-hire. 4. Collaborate with hiring managers to understand talent needs and plan effective hiring strategies. 5. Ensure smooth, timely communication with candidates and stakeholders throughout the process. 6. Drive passive talent engagement and community-building for future-ready hiring. 7. Maintain organized and up-to-date records for all recruitment activities. 8. Track sourcing progress and share relevant market insights with hiring teams. 9. Conduct talent market research to shape sourcing plans. 10. Keep stakeholders informed with key hiring metrics and data-driven updates. 11. Stay ahead of market trends to spot recruitment opportunities.

ENH iSecure is a Cybersecurity firm that protects your Reputation by protecting your identity & the information associated! ENH iSecure is christened so as it believes that identity & information are mutually coexistent entities. My day-to-day responsibilities include: 1. Stakeholder Management. 2. Team leadership and Management. 3. Data-driven decision making. 4. Developing recruitment strategies. 5. External & Internal hiring including IT and non-IT roles. 6. Campus recruitment. 7. Volume & Bulk hiring. 8. Employer Branding. 9. DEI initiatives. 10. Crisis and problem management. 11. Compliance and best practices. 12. Innovation and change management. 13. Budget and resource management.

My day-to-day responsibilities include: 1. Managed and led corporate hiring initiatives, ensuring seamless talent acquisition processes. 2. Oversaw day-to-day operations of technical recruiters, providing guidance and support. 3. Led and mentored a team of full-time and contract recruiters across multiple locations. 4. Trained and coached team members in full lifecycle recruiting and advanced sourcing techniques. 5. Reviewed and analyzed weekly requisition status reports for senior operations leadership. 6. Acted as a key liaison between delivery teams and the onsite recruiting team to streamline hiring processes. 7. Partnered with executive leadership to understand client requirements and develop strategic hiring solutions. 8. Built and nurtured strong relationships with candidates and hiring managers to enhance the recruitment experience. 9. Provided weekly updates to senior leadership using recruiting metrics and data-driven insights. 10. Developed and implemented innovative recruitment strategies to attract top talent. 11. Managed external and internal hiring across IT and non-IT roles. 12. Led large-scale hiring initiatives, including campus recruitment, volume hiring, and bulk hiring. 13. Strengthened employer branding efforts to enhance talent attraction and retention.

My day-to-day responsibilities include: 1. Led and managed a team of recruiting managers and leads, ensuring they drive recruiter performance through metrics-driven strategies and collaborative benchmarks to maintain a strong talent pipeline for client fulfillment. 2. Partner with C-level executives and report directly to the President, providing key insights into recruitment efforts and outcomes. 3. Engage with senior leadership, including the Executive Leadership Team, to align recruitment strategies with business objectives. 4. Design and implement automation tools to enhance efficiency, scalability, and consistency in Talent Acquisition processes. 5. Effectively manage hiring priorities, setting benchmarks and data-driven metrics to meet customer SLAs and ensure hiring goals are achieved within set timelines. 6. Champion employee feedback initiatives, continuously improving leadership effectiveness through insights and actionable improvements. 7. Utilize data-driven decision-making, leveraging performance metrics to refine recruitment strategies and enhance operational efficiency. 8. Monitor and track key recruitment metrics, including SLAs, TATs, time-to-fill, cost-per-hire, recruiter productivity, internal vs. external closures, skill mapping, compensation alignment, and source/channel mix. 9. Oversee Talent Acquisition reporting, including budgeting, tracking actual vs. projected budgets, and managing KPIs & dashboards for periodic performance reviews.

1. I sourced and attracted IT candidates through various job boards, including LinkedIn, Naukri, ATS, Monster, and job fairs, to identify potential talent. 2. My responsibilities included posting job openings on various job boards and social media platforms, filtering, tagging, and sorting applications based on criteria such as education and experience. 3. I conducted initial interviews to assess candidates' skills and suitability and engaged in in-depth interviews to understand their potential and aspirations. 4. Additionally, I coordinated interviews between candidates and company representatives and participated in panel interviews to evaluate applicants' skills, experience, and qualifications. 5. I also handled reference and background checks and communicated hiring decisions. Key Achievements: 1. Awarded the Star Award for exceptional performance, achieving 121 placements in the year, 33 placements in a month, and 7 placements in a single day. 2. Recipient of the Crystal Ball Award for exceeding recruitment targets and the Leadership Excellence Award. 3. Mentored and developed a significant number of recruiters into leadership roles. Additional Responsibilities at Randstad: 1. Appointed as a pilot manager for new initiatives, including the launch of the Research and Innovation Group (RIG). This team researched emerging technologies and created informative PowerPoint presentations to train internal teams on these technologies in an engaging and innovative way. 2. Managed recruitment for the Canada market, as well as internal recruiting teams (IRT/TAM), and handled contract and permanent placements for both the India and US markets.

Lead a team of 6 recruiters by assigning and approving requisitions loads and mentoring on the best recruitment strategies. Managed recruitment processes to fill over 40 positions annually by partnering and building relations with external clients. Responsible for organizing and implementing strategic recruiting patterns and techniques to attract the most qualified technical consultants in the markets. Source diverse candidates at all levels via job board niches, strategic advertising, and community outreach. Developed and continue to strengthen relationships with hiring managers. Ensure job descriptions and competency expectations were refreshed to enable recruitment of desired talent.

Assisted in finding candidates based on available position requirements. Coordinated with management to determine hiring requirements. Researched potential candidates and scheduled meetings with desirable candidates. Reviewed candidate skills education and salary expectations. Scheduled interviews and tracked successful placements. Reviewed applications and resumes of prospective hires. Documented recruiting details and interview results.