Raksha Manay

Talent Partner focused on strategic talent acquisition for highly specialized roles across Go-to-Market (GTM), Enterprise Technology, Professional Services, Global Support, and Finance & Operations. Leading full-cycle recruiting and strategy, partnering directly with executive and senior leadership to define, map, and execute against critical global hiring needs. Provided key market intelligence (talent availability, competitor analysis) to inform organisational growth and retention strategies across all specialised domains. Developed and managed a robust, high-quality candidate pipeline for complex, hard-to-fill roles and maintaining a best-in-class candidate experience. Drove significant organisational scaling, resulting in successful placements in areas such as Professional Services, GTM, Enterprise Technology, Global Support. Drove Stakeholder Management and collaboration by serving as a trusted advisor to senior leaders translating business needs into actionable, data-driven hiring strategies. Managed all recruitment workflows and data integrity within the ATS and consistently improving hiring efficiencies and reporting on key metrics. If you're a high-caliber professional ready for your next move, I encourage you to explore our open roles here: https://careers.snowflake.com/us/en. Let's connect!

Part of the sourcing team in providing Recruiters/Hiring Team the support needed to find the right candidate. Building IT - Centre of Excellence, NextGen Firewall, GCS, R&D teams for JAPAC region focusing on high tech roles like Data Engineers, Software Developers, Product Managers, Site Reliability Engineers, QA Engineers, etc Expertly convert passive candidates through outreach methods (LinkedIn Recruiter, Naukri, etc) and develop comprehensive candidate analysis/assessments when presenting candidate slates. Prescreen and coach candidates before moving them to the interview stages. Focusing on diversity sourcing to maintain the diversity bar at PANW. Building partnership with Recruiters and Hiring Team to ensure the talent we provide meets/exceeds the bar at Palo Alto Networks. Creating a basic reporting structure to track Sourcer Metrics. Providing Talent Mapping, Market Mapping, Company Mapping to help understand the market and candidate pool available. First point of contact for training new employees on the process and SmartCRM Library. Focusing on creating Employer Brand ensuring a good candidate experience.

Generate a high-value passive candidate pool for the clients' immediate manpower needs. Leveraging existing talent pools and discovering new talent pools through competitive intelligence. Proactive talent generation for current and future requirements. Optimal usage of Internal Candidate Database. Generating project completion reports. Tracking the current job market and talent pool trends. Researching the latest hiring trends. Sourcing for candidates on social media platforms, Eg: Linkedin search, open web boolean search. Training new hires on the process flow and the required tools for the process. Drafting and conducting assessments for the new hires post-training. Understanding training requirement concerning the process change.

Tundra Technical Solutions is among North America’s leading providers of Information Technology and Engineering staffing and consulting services. My Role Includes: Proactively source, schedule, interview qualified candidates while matching them to our current openings. Ability to use creative sourcing tools and techniques such as; Monster, CareerBuilder, LinkedIn to attract potential candidate for our openings. Draft and post job descriptions via web and other company resources. Resume mining using Boolean techniques. Present job opportunities to qualified candidates. Maintain and increase candidate pool according to weekly and monthly goals. Ability to effectively negotiate pay rates with candidates to effectively close deals. Build relationships, coach, develop and manage qualified candidates and employees on assignment leading to better communication. Effectively communicate a marketable presentation of a qualified candidate for submittal purposes to internal account managers.

Getting job requirements for our counterparts, discussing the requirements with them. Qualifying, discussing sourcing strategy and sourcing candidates using the internal database, job boards and Linkedin. Research to understand the technology and need of the requirement. Screening resumes on Job Boards, Internet to figure out the right resumes. Pre-screening the probable candidates for a particular requirement over the phone. As a Recruitment specialist, I am working on requirements which are within Microsoft technology space like C#, .Net, SQL and Sharepoint. Find quality IT professionals like Developers and Administrators.

Exposed to various areas of Human Resource Management. Such as: Compensation Management Training and Development Absent Management Employee Relations Talent Acquisition