Sanjana Dhull

Working in a high-growth fintech setup, I focus on building structured, scalable hiring processes rather than just closing roles. My approach to hiring: • Start with deep role discovery conversations to align on must-have vs good-to-have skills before going to market • Build role-specific sourcing strategies instead of relying on generic pipelines • Prioritize passive talent mapping for niche tech roles to reduce dependency on active applicants • Drive strong interview discipline by aligning stakeholders on evaluation criteria and turnaround timelines • Use funnel data and hiring metrics to identify drop-offs and continuously refine the process • Focus on expectation alignment early in the process to improve offer-to-join outcomes • Treat candidate experience as a key hiring lever, ensuring transparency and timely communication My work primarily supports engineering and early-career hiring across product and fintech functions. What I work on: • Own the complete recruitment lifecycle for SDE (lateral & interns), Frontend, UI, SRE, Security, Analytics, Finance and Legal roles • Translate hiring requirements into structured sourcing and evaluation frameworks to ensure clarity, alignment, and quality of hire. • Build targeted talent pipelines using LinkedIn Recruiter, referrals, and proactive talent mapping for niche skill sets • Improve hiring efficiency by streamlining interview coordination, tightening SLAs, and maintaining strong stakeholder alignment (resulting in ~35% reduction in TAT) • Drive large-scale hiring initiatives including tech hiring drives and hackathons (1000+ candidate participation) • Strengthen offer-to-join ratios through early expectation mapping, transparent compensation discussions, and continuous engagement • Contribute to workforce expansion during scale-up phase.

During my internship, I developed a strong foundation in high-volume campus and early-career hiring. Key focus areas: • Built standardized campus funnels to ensure fairness and consistency in evaluation • Coordinated closely with academic institutions to maintain strong employer presence • Used conversion tracking to optimize campus-to-offer ratios • Ensured smooth candidate movement across stages through proactive scheduling and follow-ups