JINISHA SHAH

• Closed 60–80 hires in 12 months across IT, Sales, and leadership functions through full end-to-end recruitment ownership.
• Hired 13+ senior sales professionals within 4 months to meet critical business growth targets, recognized by senior leadership.
• Led a team of 7 recruiters; set individual OKRs and performance goals, ensuring consistent delivery on critical and niche roles.
• Cut avg. time-to-hire from 90 to 30 days (Tech) and 60 days (Sales) — a 67% reduction — by streamlining pipelines and implementing ATS (Zoho Recruit).
• Saved ₹30L+ annually by transitioning from agency-led to in-house sourcing for majority of open roles.
• Grew inbound candidate applications noticeably through targeted employer branding initiatives on LinkedIn and job platforms.

Rejoined Rapyder following maternity break — rehired by the same leadership team as a direct reflection of mutual trust

• Scaled company headcount from 65 to 200+ employees — 3× growth — in under 2 years, hiring across all functions simultaneously.
• Drove offer acceptance rate from 30% to 60% through improved candidate engagement, salary benchmarking, and offer structuring.
• Introduced a structured pre-offer conversation process — mapping each candidate's motivations, competing offers, and decision timeline before any formal offer was extended.
• Headed a team of 7 TA and HR professionals; mentored members through structured feedback cycles, improving individual accountability and delivery quality.
• Led full HR operations: employee relations, grievance resolution, engagement initiatives, and MIS reporting for senior leadership.
• Conducted market mapping and company research for niche and super-niche roles across verticals, reducing sourcing lead time.
• Streamlined recruitment workflows by identifying process bottlenecks and implementing ATS-based solutions, improving team throughput.
• Maintained detailed MIS reports on offer, selection, and joining rates; data used to inform hiring strategy at leadership level.

• Consistently filled 12–13 hires per quarter across junior consultants, project managers, and technical architects — exceeding quarterly targets.
• Managed 50+ total hires over 18-month tenure including international placements for projects in Dubai and Saudi Arabia.
• Monitored and analyzed recruitment KPIs quarterly; proposed process improvements that reduced time-to-screen by measurable margins.
• Oversaw end-to-end recruitment lifecycle for diverse technical and consulting roles across multiple client accounts.

• Specialized in end-to-end in-house SAP hiring across multiple modules.
• Developed strategic TA plans aligned with organizational growth objectives.
• Collaborated closely with hiring managers to refine job requirements and evaluate candidates against competency frameworks.

Relocated to Bengaluru post-marriage; role concluded upon relocation

• Averaged 12–14 daily candidate submissions vs. team target of 10–12/day — exceeding benchmarks by 20–40%.

Contract role of 3 months

• Filled 200+ in-house IT roles over 3 years, managing full-cycle recruitment from requirement gathering through offer and onboarding.
• Built strong sourcing pipelines using job boards, career sites, and direct outreach; consistently met hiring targets across all quarters.
• Established recruitment requirements by working directly with department managers to define role needs and qualifications.
• Demonstrated strong negotiation, influencing, and communication skills in candidate management and offer closures.

• Managed end-to-end recruitment for entry and mid-level roles; developed foundational expertise in sourcing, screening, and candidate assessment.