Gurdeep Rana

• Directly involved in building and executing the talent acquisition strategy, with the goal to acquire top talent to support Criteos business transformation in APAC. • Sourcing and recruiting Technical & Operations professionals (Product Experts, Solutions Architect, Technical Solutions Engineers, Software Developers, Data Analysts, Campaign Ops), part of the wider APAC Talent Acquisition team, sharing best practices, interacting, and supporting the colleagues in Singapore, India and Japan. • Managing the entire recruitment process from kickoff with stakeholders to negotiation & closing candidates, onboarding top talent for the business • Responsible for determining the appropriate channels to source candidates (websites, direct sourcing, research etc) • Solutions-oriented Talent Advisor to the stakeholders, keeping up to date with new sourcing techniques external market trends and act as a resource for areas of specialty in recruiting • Working cross-functionally with wider Regional & Central TA, People team to ensure a collaborative approach to hiring at Criteo and sharing best practices with the wider TA and People teams • Excellent communicator with the ability to work effectively with cross-functional intra/inter-regional TA/People and business teams • Experience in sourcing tools (business networking sites, job boards, etc), Employee Referral programs, Applicant Tracking Systems(Workday), and HR Information Systems

• Pioneered as the Talent Acquisition Manager for the Singapore operations and setting up of the leadership team for Singapore and other APAC regions(Malaysia,Thailand,China,Hong Kong and Japan). • Implement and oversee best practices to ensure an effective and high quality recruiting service in the region and acts as Advisor to hiring managers on recruiting strategies whenever necessary. • Accountable for end to end recruitment delivery of the operational teams within the region. Drives operational excellence and actions change program. • Proactively participates in the client meetings (both internal and external) and bid defenses to share recruitment strategies as required. • Collaborates with the resourcing group and business units to understand upcoming regional needs and develop strategies around hiring campaigns. • Ensures legal compliance across the region. • Analyze current regional TA processes, identifying process efficiencies, gaps and determining go forward process plans that align with the global strategy • Forecast regional talent needs (as appropriate) and monitor recruitment metrics against forecast.

• Responsible for conducting end-to-end recruitment process from sourcing to applicant closure. Used Boolean searches to identify elite engineering talent. Approached, intrigued, engaged, and closed passive talent using compelling narratives, uncovering unmet needs/goals/aspirations, rapport building, and excellent salesmanship. • Screened qualified applicants for science fundamentals, domain experience, relevant production experience, tech stack (languages/libraries/tools/etc), as well as communication skills, and cultural fit. • Generated new clients by proactively marketing top candidates to Engineering Directors and Managers to uncover existing needs and opportunity costs as related to engineering headcount and production schedule goals. • Performed intake calls to understand client needs, and performed searches on behalf of clients using the LinkedIn, job postings, and working with existing and past candidates to generate referrals. • Managed several critical client accounts simultaneously educating Engineering Managers and Directors on best practices to improve hiring efficiency. • Built a network of candidates by sourcing with tools such as LinkedIn (and other social media outlets), Career builder, Monster, Dice, Indeed and Boolean string searches. • Accountable for preparing and carrying out strategic sourcing strategy, to find the most talented Pharmaceutical and Engineering professionals for clients in the United States. • Identified highly technically skilled, bright, talented job seekers by using direct and indirect sourcing methods and matching them to ideal positions

• Developed an effective relationship with all department with clear communication • Facilitated information flow between customer service, account management operation, quality assurance, training, and payroll department • Built good relationship with clients • Expanded new networking every day • Provided input to assist in the selection and implementation of new technology for the department • Address clients inquiries in an accurate and timely fashion • Made reasonable procedure expectation to accommodate unusual client request