Pooja Upadhyay

Driving strategic talent acquisition across India with a focus on scalable hiring, diversity, and AI‑enabled recruiting. - Delivered consistent hiring outcomes with 30–45 days' TAT, ensuring faster closures and stronger pipelines. - Achieved 40%+ diversity hiring across, and continued effort to improve the diversity ratio. - Leveraged competitor intelligence and AI tools (CHTA, Copilot) to enhance candidate scoring, reporting, and pipeline quality. - Strengthened stakeholder trust by enabling quicker decisions - Transitioned recruitment from reactive execution to predictable, high‑quality delivery aligned with business priorities. - Acted as a strategic advisor to business leaders, providing workforce planning insights and coaching recruiting teams to be outcome‑driven and future‑ready. - Represented Talent Acquisition in internal & external audits, ensuring compliance and process excellence. - Led initiatives including Intern Onboarding Program, Manager Mid‑Year Review Training, and PWD hiring drives, reinforcing HP’s commitment to inclusivity and talent branding.

1) Principal Talent advisor for client hiring for Mphasis, India. 2) Expert Self Sourcing : Creating outbound and social media sourcing strategies to target potential talent and develop our brand. 3) Gained experience in using Linkedin Premium, Indeed, X-Ray Strings, Google (CSE, Image Search), Big Data Sourcing, Employee Referral. 6) Hiring for Diversity & Inclusion: Making sure that we are creating an inclusive sourcing strategy that takes extraordinary steps to approach people from diverse backgrounds 7) Using out of box hiring techniques like conducting employee referer meetups, hackathon and Tech Talks.

1)Managing multiple Client Accounts in various locations. 2)Communicate with clients to get a clear view on their hiring needs. 3)Share the requirements with internal sourcing team, Vendors. Consolidate the tracker in Excel Sheet with removing the duplicates. 4)Publish the vacancy in Referral portal and flash it across with employees and manage the referrals. Post the vacancy in social media like linkedIn. 5)Follow up with the team and vendors on the productivity. 6)Screen the profiles and verify before sharing it with clients. 7)Get the feedback from the client on profiles shared with them. 8)Discuss with sourcing team on the challenges and prepare market analysis. 9)Create Applicant ID for the shortlisted candidates. 10)Connect with HR on approvals and need to full fill the requirement. 11)Generate offers and making sure the offer is released with the time frame. 12)Followup with the offered candidate. 13)Conduct mega drive by taking HR round of discussion.