Nagarjuna Reddy M.

• Responsible for full cycle of recruitment. • Research, identify and qualify candidates for client’s open IT job positions. • Work with hiring managers to define job requirements, outline job postings, and develop new sourcing strategies. • Schedule initial interviews and follow up interviews for successful candidates. • Source candidates through database mining, portal searches like Dice, Monster, CB, LinkedIn and Tech fetch • Collaborate with third party recruiting companies to help source candidates from diverse pools of job seekers. • Analyze new recruiting technologies, sourcing tools and interviewing process to improve success rates. • Work with hiring managers and staff members to coordinate starting dates and orientation. • Identified, interview and submit candidates in a timely and efficient manner. • Conducted performance reviews on a weekly basis and report to the concerned officials.

• My core responsibility as a Technical Recruiter. • I am involved in creating and managing a candidate network and queue with a wide variety of IT skills. • While screening the suitable candidates for the job requirements, I have used various IT job portals like Monster, Dice, Career builder.. • Good experience with Applicant Tracking Systems (ATS) Job Diva. • I have negotiated with the consultants on different contract terms like Corp to Corp, 1099 and Contract-W2. • Keeping in constant touch with the consultants and giving timely feedback to them, helped me a lot in timely delivery of the consultants for the clients’ needs. • I worked with IT consultants of various experience levels on .Net, Java/J2ee, Oracle, SAP, People soft and etc. • Effectively negotiated pay rates with candidates for contract and permanent positions. • The relationship with the consultant is extended further after he gets placed, I assisted them in signing up the contract forms and I was responsible for getting the timesheets on-time. • Sourced qualified candidates by creating custom Internet postings, searching for candidates on popular Internet job boards, cold calling, implementing an email blast program. • Solicits and identifies prospective candidates by telephone, e-mail and the Internet to determine skills, experience, and areas for geographic employment, preferences, availability and visa status.