Sidney Borges

•Collaborate with leadership to assess the current and future talent needs of the internal recruitment team. •Develop and implement hiring plans focused on building a strong team of internal recruiters, ensuring alignment with the company’s overall recruitment goals. •Define the competencies and skills required for internal recruiters, such as sourcing expertise, candidate management, stakeholder collaboration, negotiation skills, and understanding of different recruitment tools. •Evaluate candidates for both soft skills (communication, adaptability, and teamwork) and hard skills (ATS proficiency, Boolean search, market intelligence, and technical recruiting). •Proactively source candidates for internal recruiter roles through multiple channels, including LinkedIn, industry events, networking, and employee referrals. •Leverage advanced sourcing techniques to find specialized recruiter profiles, such as technical recruiters, executive search consultants, or those with experience in niche markets. •Conduct interviews to assess experience, cultural fit, and alignment with the company’s recruitment methodologies. •Use structured assessment methods, such as role-specific scenarios, to evaluate candidates’ recruitment skills, including their ability to manage requisitions, engage with hiring managers, and handle high-volume recruitment.

• Client Management and stakeholder Management handled all Communications with the Clients regarding Hiring/Open job roles/upcoming roles, status of existing Candidates Submitted etc. • Handled Clients like Yahoo, Fujitsu, Infosys, Tech Mahindra and Schlumberger • Hands on experience in scheduling and coordinating the interviews. • Responsibilities included sourcing Candidates from various job sites like Monster, Dice, Naukri, Indeed, Ladder, LinkedIn, Shine etc. • Strategic Recruitment using Internet-based sourcing techniques: job boards, web crawlers, search engines, social networking tools, university alumni sites, blogs, local organizations websites, discussion groups, and public and proprietary resume databases. • Worked with clients to implement and continually improve end-to-end recruiting processes and best practices. • Market research on latest trends and roles in the market and share any new tools or strategy that would help get better Candidates and keep a pipeline of Candidates ready to be submitted. • Thorough knowledge of recruiting process from sourcing to recruiting for different employment types including W2, Corp-to-Corp, 1099 for U.S. Citizens, GC, H1-B, TN-1, EAD holders along with Indian Candidates, EU hiring for Countries like Ireland, Germany, Austria and Romania and Sweden and UK • was involved in creating prescreen checks for Candidates sourced before moving forward with the next steps. • I also have experience in initiating Background checks and used Hire right to the checks for the Candidates offered. • Within the background checks I had a chance to do basic as well as customized checks that involved drug test, criminal checks, Alcohol abuse etc. • Good Experience working with EU Nationals and STAMP Visa holders. • Hands-on experience with Applicant Tracking Systems (ATS) including Bullhorn, JobDiva and other similar platforms.

Client Onsite Projects: -Infosys-New Jersey/New York, USA (Handled a team of 12) -Infosys-Bangalore, India (handled a team of 15) • Full lifecycle recruiting experience - understanding the job order, sourcing, and qualifying the right candidates, handling negotiations, and closing deals. • Hands-on experience with Applicant Tracking Systems (ATS) including Bullhorn, JobDiva and other similar platforms. • Hands-on experience with Vendor Management Systems (VMS portals) such as Fieldglass, IQ Navigator, WAND, Peoplefluent, and eTemp. • Maintained daily and weekly reports of progress that included number of Candidates sourced, No. of Candidates submitted, no of Candidates interviewed/offered, no of offer drops etc.