Satyajeet Singh

Worked on Contract/ full time positions for Implementation Partners. • Built talent pipelines for AI/ML engineers, Data Scientists, and Big Data professionals using advanced sourcing techniques. • Worked on full recruitment life cycle right from gathering requirement, souring candidates, rate negotiation, profile submission, scheduling interview and following the later stages. • Worked closely with hiring managers and coordinator on recruiting issues. • Reviewed high volume profiles daily and generate strong pipeline. • Recording and maintaining daily, weekly, and monthly recruiting reports in order to evaluate and implement more effective and efficient recruiting strategies in meetings. Developed strategic solution to overcome blockers. • Screened candidates based on technical stack (Python, Java, SQL, ETL, Hadoop, Spark) and role suitability • Understanding and analyzing the client's manpower requirements in different skill set categories. • Formulation and Implementation of Recruitment/Sourcing strategies. • Posting of job on the job portals, websites, blogs and other discussion forums. • Using sourcing strategies like Referral generation, Direct Sourcing, Networking so as to reach out to a maximum qualified pool of candidates. • Using Online Database (Job Portals like Monster, CareerBuilder, Dice etc.) & Offline Database to find out technically fit resources. Using Ceipal ATS • Doing niche-skill and specific resource-search through Headhunting & Mapping Techniques. • Telephonic Screening of the profiles checking for Technical Fitment, Behavioral Fitment, Stability etc. Clients: Genpact, Mphasis, Coforge, Xceedance, Capgemini, Akkodis, Wipro, Nous Info, Reworld, Cigniti, wipro, HCL, Synechron, Merck, TCS, Merck, Covanta,

Review job descriptions in to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s). This is by far the most important skill a technical recruiter needs. • Understand technology, technical roles and technical skills. Learn and evaluate your technical skills • Identify Sourcing and uncovering candidates • Screen Ascertaining the competence of candidates against a technical job description • Interview Meeting candidates in person, telephone, or video conference etc to assess their qualifications • Following up Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruiters • Sourced candidates for backend, frontend, and data engineering roles, ensuring alignment with technical requirements. • Present Showing or offering candidate resume to hiring managers to scrutinize or consider • Responsible for the recruitment and placement of Technical senior level candidates within the areas of Project Management, Java, QA, Demantra, Build and release engineering, Network Engineering, Field Installation/Testing, and Specialty Project services to the Voice Data & Video Communications etc • Located candidates through search engine like career builder, LinkedIn, Dice, monster etc • Worked on Corp to corp., Contract to hire, W2 with implementation partners. • Responsible for all paper works to be done for placement made. • Responsible for Resume format and submission process. • Negotiation on rates and taking rate confirmation along with the non-compete agreements / Pre-interview agreements signed by the employers. Client-TCS, LTI Mindtree, Hexaware, Persistent Systems, Citi Bank, JPMC,HCL, Zensar, Tech Mahindra