Deepakshi Anand

Successfully led recruitment efforts for a wide range of Customer Strategy & Technical roles, including Data Scientists, SAP HANA, Full Stack Developers, Program Managers, and Director-level leadership positions in Data Science & CSAD. Managed the full recruitment lifecycle - from initial intake meetings to final offer — for roles across all seniority levels, from entry-level to executive. Designed and implemented strategic sourcing plans for hard-to-fill and niche roles, reducing time-to-hire by 25%. Maintained strong candidate pipelines using tools such as Linkedin Recruiter, Naukri, and proprietary ATS databases. Leveraged advanced Boolean and X-ray search techniques to identify and engage top-tier talent in highly competitive markets. Closed over 10 Technical Lead-level positions within a 3-month span through high-volume hiring initiatives. Partnered closely with C-suite executives and senior stakeholders to streamline interview processes and improve hiring outcomes. Applied data-driven insights to shape sourcing strategies, track hiring performance, and influence key recruitment decisions. Worked on strategically critical roles aligned with long-term business goals and future workforce planning. Lead the Talent Group under Consulting – Customer Strategy & Design, collaborating with hiring managers, conducting live sourcing sessions, and ensuring 100% delivery of weekly hiring requirements.

Managing various stages end-to-end recruitment (sourcing, screening, scheduling interviews, collating feedback forms, initiating background checks) of the recruitment process for experienced professionals for Tech (Software Engineers, Data Scientist, Product Manager, Cloud and Full Stack Engineers etc.) and non-Tech roles (Strategy Consultant, Healthcare professional's- LifeSciences, Human Capital - M&A, Audit professionals) and Early Careers (Campus) (Graduate/ MBAs/ Interns) Developed comprehensive market intelligence reports for all active positions, providing key insights into industry trends and competitor analysis to inform strategic hiring decisions using LinkedIn Talent Insights. Demonstrated skill in stakeholder management, collaborating closely with senior leadership to forecast demand, craft job descriptions and connected with hiring managers during intake meetings to ascertain hiring needs and hiring stages and subsequently provide candidate recommendations. SPOC of Customer Strategy Talent group – Leading team to hire quality profiles from Tier 1 institutes for Customer strategy role and Healthcare/Service excellence/Marketing strategy domain. Successfully worked on 60+ open positions in FY24 becoming the team member with one of the highest RTMO’s & Hires with a hit ratio of 78%. Leadership Hiring – Strong experience in sourcing leadership roles M/SM/AVP from tech and non tech background with global experience. Talent Pipeline Management: Proactively built and maintained a robust talent pipeline through strategic networking and engagement with potential candidates, ensuring a consistent flow of qualified candidates. Proficient in ATS and recruitment tools such as Avature, SharePoint and HiredScore Evaluated skill level, conducted efficient and professional interview process, and offer process, including reference checks, salary recommendations & negotiations, and closing candidates. Market mapping of relevant companies & Sectors.

Manage day-to-day operational activities for assigned categories/cities (tracking bookings, closures, escalations, cancellations). Support supply planning and onboarding of new service partners/professionals (prospecting, cold calling, documentation, training coordination). Work on partner management: address issues, track performance, and help drive partner profitability and satisfaction. Monitor demand–supply metrics daily and suggest actions to maintain equilibrium (pricing, slot availability, allocation tweaks). Analyze quantitative and qualitative data on operational KPIs (fulfilment rate, CSAT, cancellations, repeat usage) using Excel/Google Sheets. Coordinate with cross-functional teams such as category, customer experience, training, and product to ensure smooth execution on ground. Support category growth projects such as new city/category launches, process standardization, and pilot experiments. Identify operational bottlenecks, run small on-ground/telephonic experiments, and propose process improvements.

1. Identifying business needs, collaborating with hiring managers for job brief preparation, understanding role requirement and implementing end to end recruiting process. 2. Developing customized sourcing strategies by matching role requirements with appropriate search channel leading to shorter lead time and improved conversion rate. 3. Conducted extensive internet searches - LinkedIn recruiter, external databases (Indeed, , Shine, Monster & Naukri) and internal database including employee referrals. 4. Successfully performed talent mapping for current and upcoming critical roles. 5. Advising senior management on recruitment and selection best practices, 6. Has got High Impact communication skills. 7. End to End Recruitment: with database Knowledge of Naukri, monster, and LinkedIn. 8. Sourcing candidates. 9. Posting the job requirements on portals. 10. Scheduling Interviews 11. Hiring candidates

They are a data enabled and technology-driven education products & services company. Careers360 seamlessly integrates millions of student and institutional data points with user-generated preferences of its 6 million+ monthly visitors to build sophisticated prediction and recommendation products to enable students to explore and achieve career plans based on their interests and abilities. From exam preparation to college recommendation, they have 250+ products used by a million students, cover 16000+ colleges, and 300+ courses driven by a 250+ member young team. My Role: 1. Placing job advertisements on job sites 2. Interviewing & pre-screening the candidates by telephonic discussion 3. Sharing proper job description with candidates over the phone as well as through email 4. Maintaining & building of resourceful resume data bank 5. Lining up candidates for various positions using job portals, networking & references 6. Scheduling interviews