Prabhat Bansal

First TA team member, instrumental in building Engineering, Product, Business, and Marketing teams. Offered 90+ candidates, expanding the collective team from 7 to 70+, with over 85% hires through direct, referrals and campus recruitment. Reduced hiring cost by almost 65% with a source mix of over 85% of direct hires and referrals against agency hires. Shortened average time to hire to 10-15 days with consistent communication and feedback across professional channels. Defining and building a full-cycle recruitment process including strategy, robust job descriptions to correctly reflect requirements, candidate management, sourcing, screening, shortlisting, offer negotiations, on-boarding & exit formalities. Building vendor relationships, monitoring and evaluating periodically on vendor performance to effectively improve candidate conversion ratios & overall quality of vendor service to the business. Instrumental in setting up and implementing different policies and processes from scratch such as Attendance and Leave, Referral, Benefit, POSH, Exit, Performance management, Reimbursement, and statutory compliance in initial 4 months. Handling employee relationship/grievance, employee engagement, rewards & recognition, and performance appraisal Cycle. Managing payroll processing function involving salary computation, attendance, fixed & variable entitlements/ deductions. Rolled out and conducted xto10x eNPS survey for employees for setting up a foundational framework while scaling up and strengthening the people practices, positive recognition, and building a solid culture on an ongoing basis throughout the team. Successfully formulated the process and implemented the HRIS system (RazorpayX) and ATS (Freshteam). Responsible for the all-HR related activities in security audit ISO 27001:2013 and ISO 27701:2019. Managing, reporting, and analyzing the monthly HR MIS cost file. Organized and managed 2 Off-site workcation

Spearheaded TA function, met the organization’s talent strategy and overall agenda and ensured its smooth functioning. Drove 100% of hiring through social media & job portals. Established an interview program; counselled managers on candidate selection; conducted and analyzed exit interviews. Facilitated 4x growth in headcount by expanding team size from 5 to 20 employees. Conducted hackathons and coding challenges for the engineering team hiring. Key responsibilities involved salary benchmarking, talent assessments, benefits and rewards, conducted various fun activities. Assisted CEO in developing a strategic road map and branding strategies. Managed organization’s internal operations to have smooth functioning within the organization from payroll to internal policies, from leave management to IT asset management

Drove end-to-end recruitment cycle and onboarded the initial team of 20 employees. Used various tools to source and screen a pool of candidates for senior engineering positions as well as mid-level executives. Conducted recruitment drives for the engineering team. Built vendor relationships & monitored vendor performance. Spearheaded background verification, offer letter rollout, employee engagement, and other internal operations. Created various HR policies and served as the face of the executive team, internally. Successfully formulated the process and implemented the HRIS system: GreytHR

Identified training needs across levels through mapping of skills required for positions. Helped students in identifying employment options that match their career interests. Coordinated on-campus job fairs. Worked as a member of the NAAC (National Assessment and Accreditation Council) core committee