Sandhya Nedunuri

• Full-life cycle recruiting for permanent technical requisitions includes sourcing, screening, preparing candidates for interviews, and closing candidates
• Led full life cycle recruiting process within designated client groups, driving process for all involved (Hiring Managers, HR, interviewers, candidates, and vendors)
• Managed team of five individual contributors, including two Sourcers and three Recruiters and Closers in APJC region
• Partner with Technical Business and Hiring Managers to create end-to-end Recruiting Mechanisms that are efficient, repeatable, and successful
• Achieved 167% of monthly productivity goals, hiring 59 L4-L7 candidates in 15 months
• Pipeline lead for Emerging Technologies (AI/ML,Data Scientists,Data Architects, Connect Consultants,Migration Specialists, Software Engineering Requisitions) responsible for req alignment, relationships with the hiring managers and the business
• Improved team efficiency by building a calibration mechanism for the Professional Services Practice, resulting in a 98% conversion metric improvement
• Successfully led the hiring efforts for new Streaming Engineering profiles and Connect consultants, a high-impact and strategic initiative for Professional Services, achieving the goal of hiring 15 individuals within the 90-day target
• Mentor and provide guidance to Talent Acquisition members on creating sourcing strategies, overcoming general blockers, and recruiting best practices through virtual webinars and recorded trainings
• Helped mediate hiring manager questions, influenced process improvements, and expedited recruitment activity via experience in running and contributing to highly productive recruiting initiatives
• Successfully onboarded three new Sourcers and helped train and manage milestones for future success
• 2019-2021: -Rolled out 180 offers, With 7 offer declines and 173 offer accepts for AWS professional Services
• 2022: Rolled out 91 offers from March to August for the Emerging Technologies and Intelligence Platforms (ETIP) Practice. Hiring was paused in Mid-September
• I coached and mentored my team through two hiring pauses in 2022, which included training (not limited to: organized and conducted training for my Sourcers on Seek out, HireEZ, ATS sourcing, pre-screen best practices, dual engagement best practices, etc

Recruiting programs Initiated

Second Innings

Thinking of restarting your career after a break? This is the perfect opportunity for you to step back into the world of technology

Recruiting How Am I driving?

This program was centered around the candidate's experience. Guaging the pulse of the candidate on their interview experience at amazon

Diversity and Early Talent Recruitment

• Developed and executed diversity and early talent recruitment strategies, resulting in 40% increase in hiring of candidates from underrepresented groups and educational institutions
  
• Collaborated with HR business partners and hiring managers to identify diversity and early talent hiring needs and align recruitment efforts accordingly.
  
• Leveraged social media platforms, professional networks, and diversity-focused job boards to attract diverse candidates and engage with early talent.
  
• Conducted diversity-focused outreach programs,including attending career fairs, campus events, and virtual info sessions, to expand candidate and early talent pipeline and women in tech work shops
• Established partnerships with diversity-focused organizations, affinity groups, and educational institutions to strengthen diversity recruiting efforts.
• Assessed and recommended improvements to interview process to ensure fairness, inclusivity, and eliminate bias
  

• Managed and led full life cycle recruiting process within designated client groups, driving process for all involved (Hiring Managers, HR, interviewers, candidates, and vendors)
• Lead Hiring Manager/HR intake meetings, educating all participants on roles and responsibilities
• Development and implementation of sourcing strategies (direct sourcing, internet recruiting, networking, research, etc.) as well as management of any third-party search partners
• Implementing adequate candidate assessment tools into process, while educating interviewers on how to leverage interview methodology
• Build strong relationships with various line and functional clients, serving as subject matter expert while influencing, guiding and driving recruiting process Manage offer development and presentation process, partnering with compensation, HR, and Hiring Managers
• Ensuring frustration free Candidate experience throughout process Partner with Recruiting Coordinators to ensure smooth on-boarding process for all involved
• Effectively integrate diversity into staffing process to ensure diverse candidate slates
• Hired software engineers,Hardware engineers for robotics division, (18)
• ASIC engineers, (5) circuit designers, (3) analog design engineers,category and sourcing managers, 9 OPEX managers, and 4 directors for global supply chain Business
• Led diversity and early talent recruitment efforts, resulting in 30% increase in hiring of candidates from underrepresented groups and educational institutions
• Collaborated with HR business partners and hiring managers to identify diversity and early talent hiring needs and develop targeted sourcing strategies
• Leveraged social media platforms, professional networks, and diversity-focused job boards to attract diverse candidates and engage with early talent
• Conducted diversity-focused outreach programs, including attending career fairs, diversity events, and virtual networking sessions, to expand the candidate and early talent pipeline
• Established partnerships with diversity-focused organizations, affinity groups, and educational institutions to strengthen diversity recruiting efforts
• Evaluated and enhanced interview process to ensure fairness, inclusivity, and elimination of bias.

• Hired to assist with in the nationwide high-volume hiring campaigns for one the top CPG organizations
• Added to a small project-based full-cycle recruiting team selected to source and interview candidates nationwide for various CPG-oriented roles
• Placed top-quality talent into various positions for their Fortune 500 clients
• Clients included Wal-Mart, Sam’s Club, PepsiCo, MARS Cosmetics, Safeway, and BJ’s Wholesale
• Managed the Talent Acquisition sourcing and onboarding efforts for all candidates
• Sourced and recruited positions included: Business Analysts, Data Analysts
• Account Managers, Project Coordinators, Project Managers, and category managers
• Selected as Team Lead where I managed a team of 10 Recruiters and
• Sourcers charged with filling over 300 requisitions for a major client (Pepsi
• Co) with a 5-month deadline, which we achieved
• Managed the recruitment life cycle from initial order, job posting, searching for candidates via internal database, Linked In, user groups, referrals, and other job boards
• Partnered with hiring managers to develop working strategies and process implementation regarding recruiting efforts in-house, Internet, job fairs, and college recruitment efforts
• Roles varied in skill set from entry-level to executive-level roles, including sales managers, Sales Managers, District Managers, Regional executives, and Client Service Managers

• Managed Full Cycle Recruiting desk for Amazon Transactions Risk Management systems (TRMS)
• Owned all metrics. Ran weekly meetings with directors and managers to perfect our recruiting strategy and headcount goal
• Sourced software engineers, systems engineers, data engineers and senior software managers located in APAC, EMEA, and US
• Created all candidate offers
• Exceeded the hiring goal. Hired 45 mid- and senior level software engineers, software managers, and TPMs.

• Managed end-to-end recruitment processes for diverse clients, including job postings, candidate sourcing, screening, interviewing, and placement
• Developed and executed innovative sourcing strategies to attract top talent, leveraging various channels such as job boards, social media, networking, and referrals
• Built and nurtured strong relationships with clients, understanding their hiring needs and providing tailored recruitment solutions
• Conducted thorough candidate assessments to evaluate qualifications, skills, and cultural fit
• Successfully placed candidates across various industries, including IT, finance, automotive, healthcare, and manufacturing
• Achieved and exceeded revenue targets through strategic business development initiatives, including prospecting, lead generation, and client acquisition
• Collaborated with clients to understand their business objectives and provide recruitment solutions that aligned with their goals
• Developed and delivered persuasive presentations to clients, showcasing the value and benefits of our services
• Negotiated and closed contracts with clients, ensuring mutually beneficial agreements
• Managed client accounts, fostering long-term partnerships and ensuring client satisfaction
• Worked on sales leadership positions in all verticals (healthcare, life sciences, retail manufacturing, retail, media & publishing,BSFI,utilities, telecom,manufacturing, automotive, Insurance,Oil &Gas, supply chain, manufacturing)
• Managed team of 12 recruiters and sourcers (6 recruiters, 3 BDMs, and 3 account managers)
• Sourced, recruited, and hired IT Leadership positions such as ITIL, Solutions architects, Infrastructure managers,Hadoop Architects, developers, CMMI
• Presales ECM,BIPM, Java, BPM, BPI, Insurance, BPO, Practice Head, mid management to Senior Roles
• Worked on different Platforms for TCS Global consulting practice (BI, ITSM
• IRM, Platform BPO, BPCM, SCM,Performance Engineers, and BDM)
• Drove all recruitment and talent development programs and determine benchmark recruitment strategies for client objectives
• Worked with GCP for both National and international requirements
• Hired candidates from India,Singapore, Canada, and Australia
• Exclusively handled client like Qualcomm, TCS, on all the verticals (Retail, MFG,Healthcare,Pharma, Insurance, Media, Hi-tech,Banking, Travel & transportation, and Telecom)
• Locating candidates using sourcing methodologies like networks, referrals, internet searches, and cold calling
• Thoroughly understanding requirements of the client and matching the profiles with the requirements
• Built huge database of candidates for all the IT leadership positions
• Interaction with Hiring Managers on weekly basis
• Shortlisting the candidates according to their skill sets screening and interviewing the candidates thoroughly to ensure that they match the client's requirements accurately
• Selecting the right candidates and fixing and negotiating their compensation
• Keeping in constant touch with consultants placed at client sites, sorting out issues, if any, to increase motivation and reduce attrition
• Hired senior Software engineers and hardware engineers for different clients across USA and India