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Senior HR Recruiter with 5+ years in IT and Non-IT roles.
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Assessing your cultural and operational fit
Results-driven HR professional with 5 years of experience in Talent Acquisition across IT, Non-IT, and campus hiring. Proven expertise in end-to-end recruitment for technology roles (software engineering, product, data, and infrastructure) as well as non-tech functions including Customer Service, Finance, Sales, Marketing, Legal, CSR, and Operations. Demonstrated success in high-volume and leadership hiring, Skilled in stakeholder management, talent mapping, workforce planning, and employer branding. Proficient with leading ATS platforms (Darwin, Eightfold, Workday, Zoho) and sourcing tools including LinkedIn Recruiter and Naukri.
IGNOU
Master's in psychology · Industrial organizational psychology
N/A – June 30, 2023
University of Delhi
Bachelor of Arts · English Honours
N/A – June 30, 2018
AVAADA
Senior Executive - Talent Acquisition
August 1, 2025 – Present
India
GlobalLogic Technologies (A Hitachi Group Company)
Associate - Talent Acquisition
August 1, 2022 – July 1, 2025
India
Axis Consultants
HR Executive
April 1, 2021 – August 1, 2022
India
Naukri Maestro Recruiter
naukri.com
June 1, 2026 – Present
Generative Al & Applications for Talent Hunters
Unknown
June 1, 2026 – Present
Cultural Fit Analysis
The candidate's experience across diverse industries (AVAADA, GlobalLogic, Axis Consultants) and various types of roles (IT, Non-IT, Engineering, Corporate functions) suggests adaptability. Their involvement in campus hiring, employer branding, and mentoring aligns with a collaborative and growth-oriented culture. The pursuit of a Master's in Industrial Organizational Psychology and certifications in AI for Talent Acquisition indicates a proactive approach to professional development and a fit for organizations that value continuous learning and innovation in HR.
Soft Skills & Operational Fit
The candidate demonstrates strong soft skills through their experience in stakeholder management, mentoring junior associates, and building relationships with university partners. Their operational fit is high, evidenced by their ability to manage end-to-end recruitment lifecycles, analyze metrics for process improvement, and execute high-volume and leadership hiring initiatives. The focus on diversity improvement and blind technical screening also indicates a modern, strategic approach to talent acquisition.