Johnny Rithvik

• Conducted end-to-end recruitment and managed staffing procedures. • Handled both internal and external job postings. • Possessed expertise in hiring individuals under various tax terms, including W2 and Corp to Corp. • Demonstrated proficiency in sourcing resumes, pre-screening candidates, and selecting qualified applicants for further consideration. • Recruited professionals in various fields both IT and Non IT for contract, contract-to-hire, and permanent positions. • Took responsibility for sourcing, pre-screening, qualifying, and placing candidates based on job requirements. • Analyzed recruitment process performance, generated recruitment dashboards, presented findings, recommended process enhancements, and implemented changes accordingly. • Evaluated the performance of recruitment agencies based on metrics such as cost per hire and time to hire, and provided suggestions for improvement. • Using job portals and sourcing candidates from Job Diva, Monster, Dice, Career Builder, LinkedIn etc. • Scheduling interviews and follow up during onboarding process. • Have experience working with VMS like Beeline, Windly, SAP Fieldglass, Magnit, iLabour, Randstad. • Some of the clients we supported are into Banking domain, Educational clients, Finance, Fintech, Healthcare, State clients, Telecom, Federal. • Utilized EzyConnect AI to automate candidate sourcing and shortlisting, reducing manual screening time and improving efficiency. • Applied AI-driven matching algorithms to identify high-quality candidates based on job descriptions and skill sets. • Streamlined recruitment workflows using AI-assisted scheduling and follow-ups, improving candidate experience. • Used AI-based analytics to track hiring trends, pipeline health, and recruiter productivity, supporting data-driven decisions. • Collaborated with hiring managers using EzyConnect AI dashboards to align candidate recommendations with business needs.

Job Responsibilities: - Conducted end-to-end recruitment and managed staffing procedures. - Handled both internal and external job postings. - Possessed expertise in hiring individuals under various tax terms, including W2 and Corp to Corp. - Specialized in recruiting for full-time and contract-to-hire positions. - Demonstrated proficiency in sourcing resumes, pre-screening candidates, and selecting qualified applicants for further consideration. - Recruited professionals in various fields both IT and Non IT for contract, contract-to-hire, and permanent positions. - Utilized advanced internet technology to conduct efficient online searches. - Took responsibility for sourcing, pre-screening, qualifying, and placing candidates based on job requirements. - Analyzed recruitment process performance, generated recruitment dashboards, presented findings, recommended process enhancements, and implemented changes accordingly. - Evaluated the performance of recruitment agencies based on metrics such as cost per hire and time to hire, and provided suggestions for improvement. - Maintained a comprehensive list of recruitment agencies and their terms and conditions, and proposed standardized terms and conditions for vendors when feasible. - Using job portals and sourcing candidates from Job Diva,Monster, Dice, Career Builder, etc. - Scheduling interviews and followup during onboarding process.

Job Responsibilities: - Conducted end-to-end recruitment and managed staffing procedures. - Handled both internal and external job postings. - Possessed expertise in hiring individuals under various tax terms, including W2 and Corp to Corp. - Specialized in recruiting for full-time and contract-to-hire positions. - Demonstrated proficiency in sourcing resumes, pre-screening candidates, and selecting qualified applicants for further consideration. - Recruited professionals in various fields both IT and Non IT for contract, contract-to-hire, and permanent positions. - Utilized advanced internet technology to conduct efficient online searches. - Took responsibility for sourcing, pre-screening, qualifying, and placing candidates based on job requirements. - Analyzed recruitment process performance, generated recruitment dashboards, presented findings, recommended process enhancements, and implemented changes accordingly. - Evaluated the performance of recruitment agencies based on metrics such as cost per hire and time to hire, and provided suggestions for improvement. - Maintained a comprehensive list of recruitment agencies and their terms and conditions, and proposed standardized terms and conditions for vendors when feasible.

• Identifying potential candidates based on job requisitions provided by Hiring Managers using Job Boards, Employee Referrals, Placement Ads, Networking and Cold Calling. • Handel complete recruitment life cycle. Searching candidates active and passive, scheduling interviews, and sending PIA (Pre-Interview Agreement), salary negotiations and many more. • Proficient in full lifecycle of IT Technical Recruiting: posting, sourcing, screening, scheduling interviews,negotiating salaries and closing high quality candidates in a timely • and cost-effective manner. • Using job portals like Monster, Dice, Job Diva, and Career Builder. • Hiring Candidates to work on C2C, W2, C2H. • Technical hire of consultants on requirements & giving good number of placements to client. • Recruiting and sourcing technically qualified consultants to fill the existing position. • Placing calls to different candidates who are qualified for the open positions & to identify those according to required skills like: Experience, Education, Interests, and skills. • Confirming & negotiating hourly rate with employee to match company requirements. • Schedule Interviews with candidates as initiated by client, after interview receive feedback and check that consultant accepted the position offered. • Build co-ordination with the employees & clients both and responsible to monitor the consultant till at client’s place. • Lead, train and mentor junior recruiters while overseeing all recruitment efforts. • Work closely with leads and managers to resolve issues regarding closing any position. • Driving the team towards achieving individual as well as team targets.

• Identifying potential candidates based on job requisitions provided by Hiring Managers using Job Boards, Employee Referrals, Placement Ads, Networking and Cold Calling. • Handel complete recruitment life cycle. Searching candidates active and passive, scheduling interviews, and sending PIA (Pre-Interview Agreement), salary negotiations and many more. • Proficient in full lifecycle of IT Technical Recruiting: posting, sourcing, screening, scheduling interviews,negotiating salaries and closing high quality candidates in a timely • and cost-effective manner. • Using job portals like Monster, Dice, Job Diva, and Career Builder. • Hiring Candidates to work on C2C, W2, C2H. • Technical hire of consultants on requirements & giving good number of placements to client. • Recruiting and sourcing technically qualified consultants to fill the existing position. • Placing calls to different candidates who are qualified for the open positions & to identify those according to required skills like: Experience, Education, Interests, and skills. • Confirming & negotiating hourly rate with employee to match company requirements. • Schedule Interviews with candidates as initiated by client, after interview receive feedback and check that consultant accepted the position offered. • Build co-ordination with the employees & clients both and responsible to monitor the consultant till at client’s place. • Lead, train and mentor junior recruiters while overseeing all recruitment efforts. • Work closely with leads and managers to resolve issues regarding closing any position. • Driving the team towards achieving individual as well as team targets.

Responsibilities: ⦁ Overseeing the entire recruitment process to attract top talent from diverse sources. ⦁ Coordinating and managing the recruitment, selection, and onboarding procedures. ⦁ Utilizing social media platforms like Twitter and LinkedIn to advertise job vacancies. ⦁ Handling both joining and exit formalities for employees. ⦁ Maintaining employment records and documentation. ⦁ Drafting HR-related materials such as offer letters, employment contracts, and termination letters. ⦁ Addressing employee complaints and grievances. ⦁ Implementing a performance management system. ⦁ Planning and conducting inductions and training sessions for new hires. ⦁ Organizing activities to foster employee engagement. ⦁ Managing the employee orientation process and assisting new employees with their onboarding requirements.

"Quality Assurance" and "Quality Control" are important things we do to make sure that something we make or do is really good. "Quality Assurance" means we have a plan to make sure everything is done correctly right from the beginning. We check that all the steps and processes are followed properly. It's like making sure we're doing things the right way. "Quality Control" is when we check things after they're done to make sure they're perfect. We look at the final product or the work that has been done and make sure there are no mistakes or problems. It's like double-checking to make sure everything is just right. So, both Quality Assurance and Quality Control help us make sure that what we make or do is really good and doesn't have any mistakes.