Sasirekha Chowdary has over 10 years of experience in talent acquisition and recruitment. She is currently the Manager of Recruitments at PruTech Solutions India Pvt Ltd, where she leads a team of 12 recruiters and is responsible for overall recruitment delivery. Previously she has worked for other companies such as Microsoft and Lanco Global Systems, handling recruitment for IT clients. She has expertise in leadership hiring, volume hiring, and sourcing candidates for roles ranging from directors to developers.

1. Sasirekha Chowdary
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Phone: 9000696000 Email: Sasirekha.chowdary@gmail.com
PROFESSIONAL SUMMARY
 10 years of experience in Talent Acquisition/ Recruitment/Vendor Management/Leadership hiring.
 Drivingand implementing various Recruitingprocesses likedemand forecasting& management, Sourcing
strategy, negotiations, vendor management, candidateengagement processes,refinement of evaluation
criteria,definition of servicelevel metrics etc.
 Drivingrecruitment metrics(Fulfillment,TAT, Cost per Hire ,Offer-Joinee ratio,source/channel mix,company
tier mix, Diversity Mix)
 Excellent experience in hiring BFSI domain.
 Hands on experience in volume hiring, policy and process design, niche skill hiring, leadership hiring.
 Strong interlockingwith Hiringmanagers and senior business leadersto understand open demand and define
best recruitment strategy for hiringrighttalent within defined SLA’s.
 Recruitment Delivery/Operations/ Metrics Environment/Volume Hiring/ Demand Planning
 Worked for global MNC’s (Lanco Global and Microsoft) with strongexperience in volume hiring.Adapt in
both JIT (Just in Time) & ‘Proactive’hiringscenarios.
 Well versed in cost-effective implementation, aggressiveand creativerecruitment techniques.
 Seasoned in Talent Acquisition,Account Management, Stakeholder Management, Operations Management,
ConstructiveDash boarding,Process Excellence& Team Management.
 Ability to conceptualize, formulates, implement and monitor recruitment strategies as per organization
structure, existingcapabilities and businessplans.
 Instrumental in capability buildingfromtalent perspective.
 Ability to handlevolume recruitingin a fastpaced, structured environment, adheringto strictdeadlines and
deliverables
 Devised strategic plans on the recruitment front to ensure that all channelsof sourcingis costeffective ( cost
savingto the company )
Spectrum of profiles handled:-
Recruited candidates atall levels,rangingfromDirectors,Vice Presidents, Technical Architects,Program/Project
Managers,Business Analysts and Consultants,TeamLeads, Business Analysts,Systems Analysts,Database
Analysts,Quality Analysts,Architects,Technical Consultants,Functional Consultants,Techno-Functional
Consultants,DBA's, System/Networking Engineers, System/Network Administrators,Developers and Testers were
sourced with expertise in the followingtechnologies.
EDUCATIONAL QUALIFICATIONS
 Master of Business Administration in Human Resource Management.
 Bachelor’s degree in Bachelor of Computer Application’s fromAndhra University.
PROFESSIONAL RECOGNITION
 Awarded as “Best performance in Leadership Recruitments” in 2014 by Cotelligent for outstanding
deliverables.
 Twice Received “Best recruiter” appreciation for significantcontribution in Microsoft India Pvt Ltd, which
pertains to difference made by spot excellence in the team.

2. WORK EXPERIENCE
Organization : PruTech Solutions India Pvt Ltd
Duration : June 2016 till date
Designation : Manager- Recruitments
Key Responsibilities:
 Responsiblefor overall recruitment delivery for PruTech.
 Leading a team of 12 Recruiters.
 Developing and deliveringstrategic resourcingplans for clients,to produce high quality
 candidates
 Responsibleto provideend-to-end solutions to manpower requirements right from demand planning and
forecastingresourcerequirements, understandingthe current pyramid utilization,businessrationale
behind hiringwhilehighlightingrecruitment challenges if Any.. This is across clientBU’s & Practices.
 Responsiblefor working with Business Leaders and hiringmanagers to forecastthe demand and define
recruitingplan quarterly/half yearly/yearly.
 Drivingrecruitment metrics(Fulfillments,TAT, Cost per Hire,Offer-Joinee ratio,source/channel mix,
company tier mix,Diversity Mix)
 Interface with HiringManagers to understand and validatethe demand.
 Monitoring,reviewing and assessingthedevelopment of the recruitment team members. Offering
supportand guidanceto manage workflows.
 Accountable for managingthe mid and Senior Leadership level recruitment function for various practices
from search,selection,assessmentand on boarding activities.
 Buildingand Strengthening the market research,pipelinebuildingactivities,proactiveengagement
process with activeand passivecandidatepool
 Review and build a Recruitingframework for mid and senior level recruitment function.
 Drivingand implementing various Recruitingprocesses likedemand forecasting& management, Sourcing
strategy, negotiations, vendor management, candidateengagement processes,refinement of evaluation
criteria,definition of servicelevel metrics etc.
 Managingrelations with internal customers,partneringwith them in workforce planningand execution of
the Recruitment process
 Representing Recruitment in various discussion forums with BU Head & Delivery Executives.
 Accountable for Team task distribution alongwith periodic reviews.
 Execute proactiverecruitment plans based on RFPs and build a pipelineof possiblesubmissions.
 Responsibleto design,implement, monitor and deliver Recruitment strategies againstthe open resource
demand for all the Business Units.
 Build strong relationshipswith variousBUleaders to create an engagement cadence.
 Responsibleto provideRecruitment dashboards / resourcesupply view/hiringplan/ updates on a
periodic basisto various BUleaders and other relevant stakeholders.
Organization : TechDemocracy LLC- Cotelligent India PVT Ltd
Duration : July 2012 – Nov 2015
Designation : Sr. Talent Manager TMG- US Recruitment
Key Responsibilities:
 Planningrecruitment model and defining Strategy to get into board the Manpower required.
 Complete cycleof Recruitment catering, Delivery Management, Requirement analysis,Distribution among
the recruiters,monitoringaggressivemarketing of the bench.

3. Qualitative & Quantitative Recruitment:
 Fulltimeand Contact position of the clientand support them with W2 and CTC Consultantin Different
Visa Status; Understandingthe consultantsuitability of the position and submitthe consultant
accordingly.
 Negotiation and All kind of Terminal Processingas per the company and clientrequirement.
Client Relationship Management:
 Responsiblefor ongoing clientsatisfaction,futurerelationships.
 Manages peer-level clientrelationships (expectations, communications,negotiations,escalation,
feedback, etc.)
 Develops relationships with key client stakeholders and clientexecutives
 Provides day-to-day project contactfor the client.
 Support them with internal and market based consultant.
Organization : Fabergent INC
Duration : Feb '09 to June 2012
Designation : Head Recruitments – Indian Operations
Key Responsibilities:
 Got TCS Chennai as Clientto work on TIBCO requirements.
 Developed and implemented recruitment strategies and programs.
 Prepare Quarterly Recruitment plan based on the business ask.
 PreparingQuarterly recruitment event calendar and drivethe recruitment operations team.
 Collaboratewith the Delivery Managers to strategize and meet their hiringnumbers.
 Responsiblefor takingcomplete ownership of the entire recruitment Life Cycle.
 Understandingand gathering the requirements from different BU leads and makingstrategies and hiring
plans accordingly.
 Collaboratewith practiceleadership to assess needs,develop strategy and implement work plans to meet
the needs of various sectors & practiceareas
 Responsiblefor interviewing, hiringdecisions,candidatesalary negotiation,offers and declines
 Employee referral pay-outs & various schemes
Team Handling:
 Helping& guidingthe team to achieveobjectives and high motivational levels.
 Periodic monitoringof performance of the team and takingcorrectiveaction.
 Mentoring and trainingof the new team members on the sourcingprocess,technical skills and resolves
operational team issues.
 Team buildingand bondingexercises.
Vendor Management:
 Builta largeand efficientvendor network by involvingthem in the business and recruitment process.
 Responsiblefor vendor management, Quarterly review of the vendors in terms of their target met, quality
of candidatesupplied and getting their invoicecleared.
 Market intelligenceand inputs.

4. Organization : Microsoft (Merit Trac)
Duration : April '08 to Feb ‘09
Designation : Technical Recruiter
Responsibilities:
 As a Technical Recruiter I was handling the Complete Recruitment Life Cycle- Sourcing,Short-listing
Profiles,CandidateTracking,Technical Interviews,HRinterviews, Reference checks, and Follow-ups after
joining.
 Played a key role as a technical recruiter managingboth aspects of recruitment hiringand building
relationshipswith BU’s.
 Handled Complete PPM (PursuitProjectManagement) Vertical.
 Weekly meetings with the BU Heads for their resourcerequirements
 Interactingwith the technical / project managers for technical interviews & requirements.
 Initial screeningand validatingtheprofilesbased on qualification,yearsof experience,number of
implementations,consistency in projectsandteamsize
 Recruitingfor all levels of candidates,from Developers to Project Managers.
 Co-ordination with Technical panel,schedulethe interviews and collectthe feedback.
 Handlinginitial round of HR interview in order to judge the candidate’s suitability,attitude, academic &
professional qualification,experience,communication skillsetc, before forwardingitto the client.
Organization : Lanco Global Systems (LGS).
Duration : May '05 to April' 08
Designation : Sr. Resourcing Specialist
Responsibilities:
 Recruited contract, contract-to-hire, and permanent high-end national and local positionsfor
Information Technology clients.
 Managed multi-taskingrequirements
 Scrutinizingresumes accordingto the skill setrequirement. Short listingsuitablecandidates against
requirements and conductingpreliminary interviews.
 Head hunting, Cold calling,Advertising.
 Handled complete Recruitment Life Cycle-Sourcing,Short-listingProfiles and Candidates Tracking,
Follow-ups,HR interviews and Reference checks.
 Responsiblefor interviewing, hiringdecisions,candidatesalary negotiation,offers and declines
 Preparingand releasingoffer letters to the selected candidates.
 Conducting exit interviews,doing exit surveys
PERSONAL DETAILS:
 Date of Birth : 24 April 1983