Rajesh Kumar

As a seasoned Talent Acquisition Leader, I bring over two decades of strategic hiring experience across global business lines, specializing in building high-performing recruitment teams, driving employer branding, and implementing innovative hiring strategies. I currently lead a team of 250+ recruiters and sourcing specialists, having successfully hired over 25,000+ technology and consulting professionals across mid and senior levels in the last five years. At Capgemini, I’ve scaled hiring operations for Insights & Data and Invent practices, supporting diverse domains including Enterprise Data Engineering, Cloud, AI & Gen AI, Analytics, Digital Customer Experience, Sustainability, and Life Sciences. I’m responsible for the P&L of the unit, ensuring cost-effective, scalable, and future-ready talent strategies. My core strengths include full-cycle recruiting, psychometric and behavioral interviewing, HR automation, and recruitment gamification. I’ve led strategic initiatives in diversity & inclusion, process standardization, and candidate experience enhancement, while leveraging cutting-edge AI-based sourcing tools. I’m passionate about data-driven decision-making, with deep expertise in HR analytics, manpower planning, GDPR compliance, and recruitment metrics. Whether it’s niche skill hiring or leadership acquisition, I thrive on aligning talent strategies with business goals and delivering measurable impact. Business Lines Supported:- 1. Enterprise Data Engineering 2. Cloud Data Engineering 3. Artificial Intelligence, Gen AI, Machine Learning & Analytics 4. Data & Advisory 5. Workforce & Organization 6. Business Transformation 7. Customer Experience 8. Industries & Domain 9. Sustainability 10. Life Sciences

Leadership & Team Management • Spearheaded recruitment and employee relations, including setting team KRAs, mentoring, conducting daily reviews, tracking progress, and resolving bottlenecks. • Managed onsite and offshore bench operations to optimize resource utilization. Industry & Domain Expertise • Oversaw hiring across multiple verticals: Banking, Insurance, IT/Digital Infrastructure, Engineering Services, Energy/Oil & Gas, Airlines & Travel, PLM, Manufacturing, CPG, Retail, and Hi-Tech. Strategic Hiring Initiatives • Recruited niche talent in Big Data/Hadoop, Data Mining, Machine Learning, AI, Java Full Stack, Cloud, Cybersecurity, PLM (Windchill/Flex), and Oil & Gas. • Designed a robust process for varied hiring needs (JIT, Niche, BAU) and levels (L0–L2), reducing TAT • Established an offshore support team to boost direct sourcing, cutting vendor dependency by 50% and cost-per-hire by 35%. Technology & Innovation • Implemented AI-based sourcing tools, proactive funnel creation, and employee referral programs, increasing fulfillment rato. • Led the transition from Hirecraft to Kenexa RMS for UK and Europe, managing functional implementation. • Introduced digital hiring strategies using platforms like GitHub and HireAlchemy. • Developed social media hiring campaigns. HR Strategy & Operations • Collaborated directly with the President and CHRO on manpower planning and leadership hiring. • Partnered with business leaders for quarterly demand planning and provided HR inputs for RFI, RFP, and RFQ submissions. • Managed HR operations including onboarding, HRIS, recruitment budgeting, employee movement, exit processes, policy formulation, vendor management, PMS, and GDPR compliance. • Successfully implemented HR Shared Services and various employee engagement programs. • Launched targeted training initiatives and managed campus/graduate hiring. • Handled complex employee relations (ER) cases and client contract negotiations including TUPE.

Successfully led rapid team ramp-ups, including scaling from 0 to 250 employees within 3 months for a U.S. healthcare client, and onboarding 60 niche-skilled professionals in 2 months for a banking client. Contributed to recruitment SOP re-engineering, enhancing process efficiency across the organization. Built a robust recruitment vendor ecosystem for the DACH and BeNeLux regions. Established a Candidate Liaison Architecture (CLA) in Munich and implemented standardized onboarding SOPs across Europe. Provided functional support and led RFP initiatives as part of the recruitment automation team. Analyzed key recruitment metrics to drive data-informed decisions, resulting in reduced Time-to-Hire (TAT) and Cost-per-Hire (CPH), while improving quality of hire.

Led end-to-end HR operations, employee relations, and recruitment for the Nordics region. Managed branch operations supporting over 200 employee mobilities per month, covering payroll, secondments, statutory compliance, taxation, visa and immigration, insurance, exits and terminations, policy development, vendor and facilities management, health and safety, audits, training, performance management, housing, and relocation. Initiated a cultural assimilation program in collaboration with Danish Government citizen services to enhance employee integration. Spearheaded internal and external employer branding initiatives across the Nordics. Built strategic relationships with government bodies to support business and talent operations. Conducted market analysis across CEE countries (Lithuania, Poland, Romania, Estonia) to establish a talent supply ecosystem, including university hiring programs. Partnered with business leaders to successfully set up a near-shore delivery center in Lithuania for a Danish client.

Leadership & Team Management Led recruitment, Central Sourcing Team (CST), and MIS/scheduling functions with a peak team size of 24: 10 recruiters, 12 sourcing specialists, and 2 MIS analysts. Designed and implemented lean recruitment processes, ensuring compliance with background verification, vendor management, and audit requirements. Strategic Hiring & Fulfillment Oversaw resource fulfillment for five key IBUs—BFSI, TCM, MFG, Engineering Services (ES), and IT Infrastructure—representing 50% of the organization's workforce. Spearheaded large-scale ramp-ups, including 2,000+ hires across ES, BFSI, and IT Infrastructure, leading cross-functional task forces from business, delivery, recruitment, and PMO. Process Innovation Developed differentiated delivery models such as RPO, implant recruiters, and SWAT teams to manage fluctuating demand cycles. Introduced psychometric assessments (PAPI) for Oil & Gas and ES clients to enhance candidate evaluation. Operational Excellence Improved key recruitment metrics—Turnaround Time (TAT), Cost per Hire (CPH), and source mix—by demand forecasting and funnel creation. Increased direct sourcing to 65% through CST initiatives. Global & Campus Hiring Successfully ramped up a PTC Offshore Development Center (ODC) from 125 to 1,000+ employees over three years. Executed pan-India walk-in campaigns across Tier 1, 2, and 3 cities for volume hiring in niche skills like Unigraphics, CATIA V5, and CAD tools. Participated in campus and off-campus drives across India to boost rookie intake ratios. International Exposure Conducted recruitment operations in Singapore, Malaysia, and Africa (Lesotho, Mozambique, South Africa). Researched HR practices in UAE, Saudi Arabia, UK, and Europe; recommended models and built partner ecosystems.

• Medical and hospital insurance claim processing in BPO industry. • SME in Medical claim processing for US healthcare clients - UHG, Aetna, Humana and Cigna • Quality Check for CAS team • Knowledge of HIPPA, PHI, HMO, PPO • Mentoring and hand holding new joiners.

• Direct Sales of high-grade steel cookware in Oman and other Gulf Countries. • Awarded as the best sales consultant in the third month of joining. • Achieved 150% of target sale consecutively for 5 months. • Knowledge of Middle East market.