Nishi S.

- Leading Talent Acquisition function and manage a small team responsible for hiring across both technical and business roles. - Led a team of recruiters, guiding them on sourcing strategies, interview best practices, and closing techniques. - Drove end-to-end hiring for multiple departments, aligning recruitment priorities with leadership needs. -Worked extensively on Keka Hire (ATS) – setting up workflows, ensuring data accuracy, and generating recruitment dashboards for business visibility. - Reduced average time-to-hire by 25% through process improvements and stronger pipeline management. - Partnered with business leaders to design scalable hiring strategies that supported rapid SaaS growth. - Built campus recruitment programs to secure early talent pipelines and strengthen employer branding. - Oversaw smooth onboarding and HR operations, ensuring a consistent and engaging candidate-to-employee journey.

Owned the full recruitment cycle sourcing, screening, interviewing, and closing candidates across engineering, product, sales, and operations. • Built strong pipelines by leveraging ATS data, market mapping, and proactive sourcing strategies. • Partnered with leadership to anticipate future workforce needs and align hiring plans with business priorities. • Improved candidate experience and onboarding, ensuring new hires felt supported and engaged from day one. • Collaborated with stakeholders to design structured interview processes and maintain fairness and consistency in hiring. • Strengthened the employer brand by organizing engagement initiatives and representing Spyne in talent markets.

Overseeing the Hyperpure division at Zomato and managing the entire recruitment process for both technical and non-technical positions. Scout, acquire and retain appropriate talent for current positions across all department. Partner with Business Heads to manage expectations with deliverables as well as finding effective ways to attract the best talent. Delivering a superior on-boarding experience for new hires, ensuring that they feel welcomed and supported as they begin their journey with the organization. Establish and foster relationships with external stakeholders such as Universities, and recruitment agencies as a talent attraction strategy.