Shailja Sharma (She/Her)

Manage end to end recruitment, as part of larger HR function of ARGANO Partner with Business leaders, Hiring Managers, HR Business Partners and Resource Management Group in identification and prioritization of current & future talent needs, and the deployment of requisite recruiting strategy for fulfilment. Proactive hiring plan as per the hiring volume for faster & efficient delivery. Effective utilization of all sourcing channels that includes Direct Sourcing, Internal movement, referrals & agency partners. Manage key recruitment metrics of Time to Offer, Time to Hire, process compliance, candidate & stake holder experience. Develop, drive and execute comprehensive search strategies designed to recruit employees across levels and from respective candidate pools (i.e. competitive research, industry profile development, networking, campus hiring, direct sourcing, vendors, etc.). Manage specific projects within or beyond Talent Acquisition ambit for higher efficiency & effectiveness. Establish strategy for improving quality of hire and retention of new hires. Conduct interviews and drive hiring process with metrics to measure results. Monitor and review recruiting KPIs to identify opportunities to improve performance results within the business. Provide insights to Business regarding industry trends, competitors and the consequent impact on talent landscape and recruitment strategy. Resourcefulness to develop and implement recruitment programs ensuring effectiveness, consistency, and compliance with overall strategic planning. Be the strategic partner to Business and functional Leaders in consultatively fulfilling their talent needs. Ensure key business stakeholders are delighted with the right talent acquisition partnership model. Defining a roadmap with a focus on building best-in- class Talent pool/pipeline for an organization in its transformation journey. Ensure that the recruitment strategies align with set goals

Sourcing and Candidate Identification: Utilize various sourcing methods, including job boards, social media, professional networks, and referrals, to identify and attract qualified candidates. Conduct initial screenings to assess candidates' technical skills, experience, and cultural fit. Recruitment Strategy: Collaborate with hiring managers to understand staffing needs and develop effective recruitment strategies. Develop job descriptions and post openings on appropriate channels to attract relevant candidates. Candidate Engagement: Maintain ongoing communication with candidates to keep them informed about their application status and provide updates on job opportunities. Build and nurture relationships with potential candidates to create a talent pipeline for future hiring needs.