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Global Talent Acquisition Leader | Scaling Teams | Leading High-Impact Hiring Programs
Senior Talent Acquisition leader with 20+ years of experience across tech start-ups, fintech, BFSI, SaaS, consumer, telecom, retail, and complex, multi-disciplinary organizations. Operating at enterprise scale and leading multi-location TA delivery across India. My work spans engineering, corporate, and leadership hiring, including large, time-bound hiring programs and campus-to-career initiatives with premier institutions. I partner closely with senior business leaders on workforce planning, hiring governance, and delivery prioritization, balancing speed, quality, and long-term capability building. I am known for building structured, accountable TA teams, reducing dependency on external hiring partners, and delivering strong candidate experience at scale. This profile reflects my personal leadership journey and views.
NMIMS CDOE
PGDHRM, HR
January 1, 2017 – January 1, 2019
SIES College
Bachelor of Arts (B.A.), Economics
January 1, 1996 – January 1, 1999
SVKM's Narsee Monjee Institute of Management Studies (NMIMS)
Postgraduate Degree, Human Resources Development
N/A – Present
Titan
University Relations
October 1, 2021 – February 1, 2026
Zeta
Senior Manager - Talent Acquisiton, Early Careers & Workforce Planning
October 1, 2021 – Present
ITW Playworx Media & Entertainment Pvt. Ltd
HR Business Partner
October 1, 2018 – October 1, 2021
Mumbai Area, India
Media.net
Senior Talent Acquisition Specialist
March 1, 2017 – October 1, 2018
Mumbai Area, India
Directi
Talent Acquisition (Flock.co & Zeta.in)
November 1, 2016 – October 1, 2018
Mumbai Area, India
AppsDaily
Senior Manager- Recruitment
June 1, 2015 – November 1, 2015
Mumbai Area, India
Planman HR
Vice President
April 1, 2002 – May 1, 2013
Mumbai
RMG Plus Pvt Ltd
Consultant
March 1, 2000 – March 1, 2002
Creating Your Personal Brand
June 30, 2026 – Present
AI for Everyone
Coursera
June 30, 2026 – Present
Cultural Fit Analysis
The candidate's career trajectory is entirely within Human Resources and Talent Acquisition, with significant experience in managing diverse teams and implementing HR policies. While this demonstrates strong organizational and people skills, it does not align with the technical requirements or typical cultural fit for a 'Software Engineer' role. The candidate's experience is in supporting technical teams, not being a part of them in a development capacity. Therefore, the cultural fit for a software engineering role is very low.
Soft Skills & Operational Fit
The candidate demonstrates strong communication skills through detailed experience descriptions. Their extensive background in HR and talent acquisition suggests strong interpersonal skills, negotiation, strategic thinking, and operational management capabilities. The focus on cultural alignment in past roles indicates an understanding of organizational fit. However, without specific project details or direct technical contributions, it's difficult to assess operational fit for a 'Software Engineer' role.