Shankar Shahi

Strategic Talent Acquisition • Partnering closely with business and technology leaders to drive strategic hiring initiatives and support the growth and scaling of the India GCC. • Leading end-to-end hiring across engineering, consulting, product, operations, and business functions while building strong and scalable talent pipelines. • Driving hiring strategies through market intelligence, talent mapping, networking, and proactive sourcing initiatives for niche, business-critical, and leadership roles. • Collaborating with leadership teams on workforce planning, compensation insights, market trends, and recruitment best practices aligned with organizational goals. Stakeholder & Hiring Management • Acting as a trusted talent partner to hiring managers and business leaders to deliver high-quality hiring outcomes across multiple functions and teams. • Managing stakeholder communication, candidate engagement, offer discussions, interview coordination, and end-to-end recruitment activities to ensure a seamless hiring experience. • Working closely with coordinators, HR Operations, and cross-functional teams to improve hiring efficiency, candidate experience, and overall recruitment effectiveness. • Building structured interview frameworks and improving assessment processes to enhance candidate quality and selection standards. Programs, Reporting & Process Excellence • Supporting employer branding, referral hiring, campus hiring, diversity initiatives, and leadership hiring programs across the organization. • Leveraging recruitment analytics, dashboards, reporting, and hiring data to drive insights-led decision-making, process optimization, and strategic talent planning. • Continuously identifying opportunities to improve hiring efficiency, strengthen candidate engagement, and build scalable talent acquisition practices aligned with business growth.

I will play a pivotal role in Talent Acquisition while also contributing to HR Operations to ensure the smooth functioning of Human Resources processes. 1. Talent Acquisition: -Collaborate with hiring managers to understand staffing needs and develop recruitment strategies. -Source and attract top talent through various channels, including job postings, social media, and networking. -Conduct thorough candidate screenings and interviews to assess qualifications and cultural fit. 2. Interview Coordination: -Schedule and coordinate interviews, ensuring a positive candidate experience. -Provide logistical support for virtual or on-site interviews, including candidate travel arrangements when necessary. 3. Operations Support: -Assist in HR operations tasks such as employee onboarding, offboarding, and benefits administration. -Contribute to the maintenance of accurate employee records in the HRIS (Human Resource Information System). 4. Collaboration with Hiring Managers: -Work closely with hiring managers to understand position requirements and provide guidance on the recruitment process. -Assist in workforce planning and contribute to organizational development initiatives. 5. Offer Management and Negotiation: -Manage the end-to-end offer process, including negotiation and coordination of offer acceptance. -Ensure compliance with company policies and employment laws throughout the hiring process. 6. Applicant Tracking System (ATS) Management: -Utilize and maintain the ATS to track candidate progress, generate reports, and analyze recruitment metrics. -Ensure accurate and up-to-date records within the system. 7. Continuous Improvement: -Gather feedback from hiring teams and candidates to improve recruitment and HR processes. -Stay informed about industry best practices and trends in talent acquisition and HR operations.

Recruitment: •Manage experienced hire interview process including: sourcing and screening resumes, selecting candidates for interview, conducting interview kick-offs and debrief sessions, negotiate offers, managing offer approval process, extending offers and rejecting candidates. •Fulfilling order board requirements as per assigned targets. •Partner with Best Practices & Innovation (BP&&I) to implement new and innovative methods for brand awareness. •Handling communications within the team and aiding in preparing schedules for recruitment activities and their execution. •Prepare interviewers for interviews, transitioning relevant candidate-specific information Verbally extend offers of employment and leverage on manager for guidance around complex negotiations. •Plan, conduct and participate in post-offer pursuit activities (e.g., communications, office visits, answering questions). •Manage recruiting metrics, pursue conscious cost-containment efforts in recruiting and diversity sourcing. Managing Relationships: •Manage ongoing candidate relationship, all through the hiring life cycle. •Continuously build and strengthen relationships with internal stakeholders. •Partner with the business and act as an advisor, creating synergy and agility of decision-making for adaptation of recruitment processes in accordance to business needs and realities. •Partner with Core Talent Services (CTS) Sourcing resources to utilize sourcing channels to build pipeline through both active and passive candidates and achieve required hiring demand and productivity targets. •To provide exemplary candidate experience. •Network within the marketplace to understand competitive landscape and compensation practices. Analytics: •Maintain timely and accurate data in the applicant tracking system. •Leveraging analytics for identifying and correcting lags within the current recruitment processes. •Utilizing analytics to identify new potential markets for sourcing of candidates.

TechAspect is an innovative digital transformation agency, specializing in delivering digital experience, commerce, and marketing solutions. -Design and implement the overall recruiting strategy. -Develop and update job descriptions and job specifications. -Source and recruit candidates by using databases, social media, etc. -Screen candidate's resumes and job applications. -Conduct interviews using various reliable recruiting and selection tools. -Assess applicants’ relevant knowledge, skills, soft skills, experience, and attitude. -Monitor and apply HR recruiting best practices. -Provide analytical and well documented recruiting reports to the rest of the team -Act as a point of contact and build influential candidate relationships during the selection process -Promote the company’s reputation as “BEST PLACE TO WORK” Website: http://www.techaspect.com/ Linked-In: https://www.linkedin.com/company/techaspect

• Review the Job descriptions to understand the needs of hiring managers and help identify right candidates. • Understand Technology , Technical Roles and Technical Skills required for ValueMomentum. • Identify Avenues for Sourcing Candidates. • Taking Initiatives for Hiring Plans Movement and Strategizing. • Screen and ascertain the competence of candidates against the open demands • Schedule In –Person, Telephonic and Skype/Whatsapp Interviews. • Partner with Hiring Managers on Feedback's and Pipeline Movement. • Reporting: Manage Candidate funnel , Cost Per Hire, Quality of Hire, Channel reports, Dashboards • Follow-up with Offered Candidates at regular intervals and On-boarding. • Acting as POC for multiple skills and few Accounts. • Actively involved in Employer Branding, ER Floor walks , Campus Hiring along with Employee & other engagement initiatives of ValueMomentum.

• Review the Job descriptions to understand the needs of hiring managers and help identify right candidates. • Understand Technology , Technical Roles and Technical Skills required for ValueMomentum. • Identify Avenues for Sourcing Candidates. • Taking Initiatives for Hiring Plans Movement and Strategizing. • Screen and ascertain the competence of candidates against the open demands • Schedule In –Person, Telephonic and Skype/Whatsapp Interviews. • Partner with Hiring Managers on Feedback's and Pipeline Movement. • Reporting: Manage Candidate funnel , Cost Per Hire, Quality of Hire, Channel reports, Dashboards • Follow-up with Offered Candidates at regular intervals and On-boarding. • Acting as POC for multiple skills and few Accounts. • Actively involved in Employer Branding, ER Floor walks , Campus Hiring along with Employee & other engagement initiatives of ValueMomentum.

• Review the Job descriptions to understand the needs of hiring managers and help identify right candidates. • Understand Technology , Technical Roles and Technical Skills required for ValueMomentum. • Identify Avenues for Sourcing Candidates. • Taking Initiatives for Hiring Plans Movement and Strategizing. • Screen and ascertain the competence of candidates against the open demands • Schedule In –Person, Telephonic and Skype/Whatsapp Interviews. • Partner with Hiring Managers on Feedback's and Pipeline Movement. • Reporting: Manage Candidate funnel , Cost Per Hire, Quality of Hire, Channel reports, Dashboards • Follow-up with Offered Candidates at regular intervals and On-boarding. • Acting as POC for multiple skills and few Accounts. • Actively involved in Employer Branding, ER Floor walks , Campus Hiring along with Employee & other engagement initiatives of ValueMomentum.

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