Ayesha Anwar

Effectively Scaled the team from 50 to 150 employees (Across Engineering, Product and Design) in 1 year. Built multiple teams from scratch with different portals (Linkedin, Hirest, Instayre, Snaphunt, Behance, Crewkarma). Leveraged employee referrals. Architecture the entire Engagement Program plan for the employees (End to End). Making quarter reports and presenting it to CXOs for Hiring with focus on new initiative for next quarter. Effectively taking care of pre - and post onboarding. Timely documentation, Adding the candidate to DarwinBox (ATS), and make sure the candidate has updated all details timely, Streamlined the Interview process for each Department. Working closely with the Engineering Heads & Product Managers to review the current organization structure and predict the future needs in terms of workforce and build the required pipeline for the same. Creating Multiple Dashboards to present to stakeholders and the internal team. Managing multiple vendors, Setting up a revamped and more effective Interview process in place. Negotiated contracts and managed budget for recruiting expenses. Resolved conflicts and negotiated mutually beneficial agreements between parties.

Heading recruitment END to END for Engineering Team. Getting requirement from CHRO and the other stakeholders and divide among the team members and Completely handling Tech hiring. To close the CXO level and leadership requirement as an IC. To make a growth plan and incentive plan for the team. To set KPAs and KPIs for the team and Performance appraisal for the team. To deal with vendors (recruitment consultant) for commercials, CVs and payments. Taking care of sourcing portals regarding commercials, payments and renewal. Identified and recruited highly qualified talent via ATS, job boards, and personal networks. Completed talent acquisition and management for all Tech internal and external placements. Built talent pipelines of engineering applicants through LinkedIn. Employee Engagement, Employee Sourcing, Headhunting and Job Portal to support effective hiring. Optimized sourcing networks and used proactive methods to direct source candidates. Created and implemented Bada Business career website, recruitment selection tools and toolkits for onboarding and individual development plans.

Ensuring smooth on-boarding process is there in place, taking care of employee induction and other related activities. Take full ownership of and manage the hiring plans for our business lines. Ensure the completion and accuracy of all pre-employment processes. Interact with new hires and regularly follow up till the on boarding. Proactively connect with top talent and build a strong talent pipeline for critical business functions and leadership positions. Providing update status regarding any pre - employment on - boarding. Contributing as HRBP in managing events related to entire employee life cycle.

Managing the complete recruitment life cycle for sourcing the best talent from diverse sources. Coordinating manpower planning, recruitment, induction, exit interviews; ensuring cultural fit. Sourcing, screening resumes, conducting recruitment, scheduling, interviewing candidates, discussing offer letter; issuing offer letter, fixing the grades, making of salary fitment and handling joining formalities. Working on all niche and Executive level positions as IC. Preparing weekly and monthly report and analyze the outcome. Giving training to each new recruiter and helping them by providing new strategy to achieve their goals. Sourcing candidates using Mapping or Head Hunting. And also sourcing candidates using internal databases, job portals (naukri, monster and Timesjobs), job postings, referrals, and networking (Headhonchos and Linkedin etc).