Smita Gupta

• Responsible for the full cycle recruitment (non-tech positions) in fast changing environment of an agile tech start-up. • Partner closely with the executive leadership team and other stakeholders to review staffing needs and recruiting efforts. • Ongoing creation of an excellent candidate and hiring manager experience. • Developed talent pipeline. • Sourced diverse candidates at all levels via job board niches, social media, strategic advertising, employee referrals and community outreach.

Handled talent management for Corporate Office for the functions like Operations, Finance, Sales & Marketing, CRM, HR, L&D. Have a proven track record of acquiring the right fit of candidates for the corporate office, high volume staffing and managing the entire recruitment cycle (end to end) from sourcing to the offer stage and on-boarding by ensuring to provide a lean & positive candidate experience via various sources like job board niches, social media, strategic advertising, and community outreach.

• Managed HR data for 12,000+ employees, ensuring 99.9% data accuracy. • Led onboarding feedback analysis, improving new hire satisfaction by 25%. • Delivered HR analytics reports for the HR Head and Board, covering headcount trends, attrition, diversity, and revenue per employee insights on monthly basis • Coordinated employer certification projects • Incentive and PLP calculations • Automated HR dashboards and appraisal datasets • Handled KPIs and competencies based annual performance evaluation

Have designed and implemented training programs for personnel, developed training manual, created presentations and videos on various ops processes, conducted structured NHO (New Hire Orientation) and created training material on the eLearning platforms like HandyTrain.

Implementation and success of mid-career training program of the Indian Revenue Officers’ and the long term management development programs, Student's orientation, Data Analysis

• Handled end to end recruitment cycle (entry level to Junior level) through different job portals and consultants. Used social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs. • Scheduling interviews via various channels practices supporting senior recruiters. • Employee Onboarding - documents verification, offer letter process, business accessories requirements & sitting arrangements.