Moumita Sircar

At Microsoft, I am Leading Engineering hiring across EMEA (site‑wide). I operate as a point of direction for all things withing Engineering remit for the sites — leading of team of technical sourcers and vendors partnering with recruiters, hiring managers, vendors and exe leadership to build hiring strategy for high‑quality talent pools ahead of demand, reduce reactive churn, and improve conversion through clearer calibration and insight. What I do best: Talent pooling as a strategic asset: build, curate, and activate talent pools in TA Hub (Eightfold) with strong hygiene and outcome linkage. Sourcing strategy + vendor alignment: assess coverage vs. demand, identify gaps, and drive a decision‑led rhythm with recruiters/vendors Talent intelligence & competitive insights: produce market mapping and “battle card” style insights to help leaders align on target profiles, competitor focus, and hiring trade‑offs. Inclusive sourcing: actively contribute practical tactics for improving diverse pipelines, especially for niche engineering profiles. Modern outreach: use AI‑assisted, personalized outreach and consistent LinkedIn engagement to strengthen attraction and response. I’m energized by hard‑to‑fill engineering searches, stakeholder partnership, and building scalable sourcing systems that turn pipelines into hires. If you’re hiring in EMEA engineering or want to swap notes on talent markets, feel free to connect. At MS, we approach hiring differently. :) We love to connect with brilliant minds and talents to not only when there is an immediate role, but we would love to build that partnership between talent and our business to be the match-maker for tomorrow. Whether you find a role already advertised on our career site or not just yet, do make sure to join our talent network: https://apply.careers.microsoft.com/careers/join So that you always have that connection in the business you want to connect and explore.

Hired for AI Infrastructure teams at Meta across GenAI technical and research groups across UK, Ireland & Switzerland. I was leading the sourcing strategies to identify and attract top technical talent across Artificial Intelligence and Infrastructure skill base. Partnering directly with my amazing business leaders in defining, engaging and maintaining candidate pipelines and finding those "rare to find" talent. My secret weapon is my understanding of AI research space and beyond and how and what it connects and impacts to tell the right narrative to potential candidates. I partner closely with my technical teams to understand their specific needs and to develop tailored sourcing and recruiting strategies. Networking in Communities: Building and maintaining relationships within research communities, participating in relevant forums and groups. Mapping comprehensive market research and performing deep data analysis to identify emerging trends, assess talent availability, and shaping strategic sourcing initiatives for technical talent base • Roles hired - SW Engineers, HW Engineers, Product Managers, Technical Program Managers, Data Engineers, Data Scientists, ML Engineers, AI Engineers, Research Scientist, AI/HPC Engineers, Network Production Engineer, Production Engineer/SRE/DevOps Engineers, Network Engineers, Security Engineers, Engineering Managers, Engineering leaders • Teams supported since 2018: WhatsApp, Instagram, Reality Labs (AR/VR, Avatar, Computer Vision, Perceptions, Human Understanding, VR Workrooms, Spark AR (Spatial computing), Infrastructure (Security, Data, Developer Infrastructure like performance, collaboration & connectivity tools, connectivity, privacy, test verification, Networking & Production Engineering), AI (similarity detection, AI/HPC, CUDA), Blockchain/Crypto, Hardware & HPC - individual contributors & leadership positions • Geographies: UK, Ireland, Poland, Germany, Switzerland, Norway, Denmark, Sweden, Singapore, Israel, India, US.

- Tasked with finding the best AI Talent across Nvidia's products and infrastructure teams to name but not limited to - Omniverse, Blackwell, Accelerated Computing, Large Language Models technical stack (Pytorch, AI Engineer & more), Autonomous Vehicle Systems, Datacenter, GDX & Cloud technology - Helping grow Nvidia's GenAI talent base across EMEA - Setting up sourcing strategies across AI/HPC (software and hardware/chip) focusing on the business's big bets for it's expansion across EMEA. - Helping build and drive diversity strategy predominantly in the AI space and improving overall diversity hiring across all the technical roles in the region. - Hiring 360 degree; from sourcing to offer closures, partnering with C level leadership, Hiring Managers and HR - Growing Poland & Armenia's Technical Talent base along side Germany, UK and Switzerland.

Functioning as an independent TA & Talent Intelligence consultant, providing services on a contract basis to a wide variety of clients - Stealth mode HealthTech - Helping the founders build growth/headcount expansion plan based on skills focusing European region - PostHog - A revolutionary DevTool Start-up : helping in their growth across US & Europe

* Managed the Foundation EMEA Sourcing function, a hybrid team of sourcers responsible for all attraction activity across all the infrastructure teams * Lead a highly adaptable team who worked simultaneously across volume and specialist roles as well as building complete new processes such as rolling out the first sourcer training programme in the region dedicated for Infrastructure org * Devised the team strategy based on delivering against key priorities. As our team underwent a reorg and hiring pauses/changes, I pivoted on these priorities to focus on where I could make the most impact. * Coached the team to create individual pipeline analysis and strategies to suit each pipeline using historical data and having a diversity focused mindset * Partnered with wider attraction stakeholders to build a best in class attraction roadmap across EMEA with DE&I at the forefront * Created the first formal Sourcing wikipedia initiative across Meta sourcing org, improving sourcing onboarding and training achieving a 70% success * Representative on a global partnership project focused on improving the hiring partner experience and ensuring measured ROI, diversity focused partners and increased XFN utilization * Helped redesign sourcer global onboarding and facilitated sessions for new joiners to understand the team culture and to meet members of the senior leadership team * Co-created a Diversity SWAT team to analyse and reevaluate DE&I hiring from attraction through to offer and how to increase diverse candidate passthrough rates * Created new funnel metric calculator for recruiters to better manage their candidates in process and increase hiring efficiency

I believe in data, who doesn't, right? And I love research! Well, being at Facebook/Meta one could do so much more than their core job. I took up the opportunity to participate with and learn from our in-house Talent Intelligence team. So what I did in this role? • Using multiple capabilities including technology, data, research and analytical insights to influence and drive our talent strategies and recruiting attraction efforts. • Contributing to the ideation, design, development and delivery of intelligence (analytics) products/services to enhance our capability in making strategic talent decisions in a highly competitive recruitment environment. • Delivering high impact products in areas such as: talent supply and demand, competitive intelligence, talent flow reporting, location strategy research, etc. • Applying expertise in quantitative & qualitative analysis, data mining, and the presentation of data to see beyond the numbers, identify trends and opportunities, and influence strategies with data-based insights. • Partnering closely with Recruiting leadership in aligning on intake of product requests, set expectations for delivery, and execute the product delivery • Supporting ownership and delivery of Talent Building and Recruiting data, metrics and insights. • Supporting identification, piloting and use of industry leading technologies and tools to support all key products/services across Talent Intelligence portfolio • Acting as a change agent and influencer, continuing to be on the top tier of analytical capabilities and bringing new knowledge and capabilities into the teams I was supporting.

Started as a Technical Sourcer for the Enterprise Engineering team, hiring Data Engineers, but soon took up the challenge to support across Security, Operations, Data Science, Product Managers, Systems Engineer, DevOps Engineers and Technical Program Managers (all across teams like AR/VR or as they now call Metaverse or Reality Labs ;), Blockchain, Payments, Spark AR, AI, ML, Security, Privacy, Developer Infrastructure tools, core engineering groups likes of WhatsApp, Portal, Workplace, Beats Game, Instagram etc across London, Dublin, Zürich, Norway and Tel Aviv from niche roles to vanilla roles. I was also a Tools expertise or they were called "Change Champion" for my team (due to my passion about building world class recruiting products). As a Change Champion, I worked closely with our engineers who were building these products, gathering requirements, working on project and product delivery lines, beta testing the product before being rolled out to the entire recruitment org and continued support to the recruitment members with ongoing trainings and updates helping make internal recruiting tools it's BEST). I have also been passionate about training and mentoring, and throughout my journey, have helped new sourcers and recruiters by being their onboarding buddy, trainer and guide for their growth both internally and professionally. My motto is always to have a win-win for both individual candidate and my business. How I do it? Ah well, I do have a couple of tricks up my sleeve ;)

- First Hardware/Silicon Sourcing recruiter for Apple's which was then a newly & highly confidential set-up, first outside US, Hardware Design Centre - hiring engineers for the GPU Design team (M1 Chip). - I worked in collaboration with my peer recruiters supporting our hiring managers finding the best talent in the Hardware Silicon technology space. - Developed innovative and proactive sourcing methods & recruitment process to identify, source, evaluate, and pipeline exceptional engineering talent for Apple and streamline hiring.  - This can’t be done without analysing data we already have, identifying skills that we repeatedly recruit, and creating talent pipelines. For this purpose, I was actively involved in initiating and running interesting sourcing projects to support on-going and future recruiting roles.

• Work closely with TA business partners to develop processes, operating procedures and strategic partnership with the technical teams from scratch • Established a mutually beneficial partnership within the TA organization, sourcing resources and external talent communities. • Working 360, from building partnership with hiring managers and business leaders to understand current and future hiring needs, resource planning, sourcing, hiring process, training the interviewers, offer closure to immigrations working with legal & HR teams. • Focused on sourcing technical talent to fill critical technical roles (.Net, C++, C#, Java, DevOps, Linux Engineering, Software Development, Quality Engineering, Data engineer, Data Analyst, Data Quality, Hadoop Admins, Technical Program and Project Managers, Product Owners, Various Testing roles - Manual, Automation, Non-functional, Functional) • Operated as a continuously flowing channel of information, connecting the Recruiting team to pertinent internal information and applicable market intelligence • Proactively develop, grow and maintain a network of external prospects that may become, or may lead to, potential candidates for current and future needs • Mentor other recruiters and sourcers, teaching them how to navigate through passive sourcing processes • Utilized an array of sources/methods to identify talent (Boolean, x-ray, targeted company research, alumni groups, technical user groups, job boards, resume databases, cold calling) • Provided ad hoc support to recruiting team on a “a la carte” basis (target company research, search for candidate contact information, heat mapping, etc)  • Lead sourcing strategy and planning for events/conferences  • Recruiting Tools: internal ATS (iCIMS), Linkedin Recruiter (strong user), Twitter, Stackoverflow, Github, MeetUp, Indeed, About.me, Google+, Salesforce

As a Sourcing Recruiter, I was responsible for identifying, sourcing and networking with active and passive candidates to attract and hire exceptional talent to join ZS. Using techniques such as; X-Ray, Flip and Boolean searches and use social media sites such as LinkedIn, Twitter, Google+, and Blogs to successfully source technical candidates. My primary focus was on Consulting and Technology space. I was looking after roles such as Software Engineers, Business Analysts and Business Consultants. As well as Product Analyst's and Product Owners and Product Managers who truly get technology and Agile.

What can I say, I was just missing "recruitment" too much, hence jumped back to the wagon of Sourcing and never had a dull day since then. During my stint at Avaya, I got a chance to work on roles ranging from QA (Manual & Automation), Microsoft tech stack developers - .net, C#, C++, Java Developer, Mobile developers - Android, iOS, and the list goes one.

It was a HR Generalist role. My role involved: Partnering with different ATL & BTL teams to support their hiring needs. I worked closely with the HR GM on documentations for Audits, Employee Grievance and vendor management and daily reporting and maintaining of MIS.

Studied Biotechnology Management with a specialisation in Human Resource Management

Studied Biochemistry

Student