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Maneesh.S.Pillai

HR Professional - Recruiting Manager

Summary

  • A seasoned HR professional with 12.5 years of Technical Recruiting experience in the IT product development space with exposure to all major facets of talent acquisition.

    Work History

    April 2018till date

    Manager,Recruiting

    Uber India R&D
    Tenure 4yrs
    Key Areas of
    Responsibility :
    (Started at Uber as a Sr.Tech Recruiter in 2018 and was promoted to a Recruiting Manager role in March 2020)
    • Lead a team of 10 recruiters with the key responsibility of end to end talent acquisition delivery for Uber's Hyderabad Software Development Center.
    • Talent acquisition strategy and execution with focus on defining key priorities as well as delivery plan for technology hiring.
    • Team management, mentoring, capacity planning  along with managing internal as well as external stakeholders.
    • Advising senior leadership on Talent Acquisition Strategy with actionable analytical Talent
    • Landscape insights. 
    • Improving employer Brand and overall value proposition of the organisation with respect to Talent attraction.
    • Lead Projects which impact the organisation's macro level "talent dynamics" like Market Intelligence,D&I,Referrals,Assessments,Internal Mobility,Passive candidate engagement.
    • Lead a team of 10 recruiters with the key responsibility of end to end talent acquisition delivery for Uber's Hyderabad Software Development Center.
    • Talent acquisition strategy and execution with focus on defining key priorities as well as delivery plan for technology hiring.
    • Team management, mentoring, capacity planning  along with managing internal as well as external stakeholders.
    • Advising senior leadership on Talent Acquisition Strategy with actionable analytical Talent
    • Landscape insights. 
    • Improving employer Brand and overall value proposition of the organisation with respect to Talent attraction.
    • Lead Projects which impact the organisation's macro level "talent dynamics" like Market Intelligence,D&I,Referrals,Assessments,Internal Mobility,Passive candidate engagement.
    Achievements @ Uber:
    • Stakeholder appreciation for streamlining and running a site level referral initiative that increased overall referral contribution from 8% to 19% in 2021.
    • Ramped up the TA team in Hyderabad from 5 to the current 10 member capacity.
    • Took over and successfully built a  reporting framework for India Tech recruiting  which is utilised for all site level and global reporting aspects.
    • As a Sr.Tech Recruiter was instrumental in hiring key engineering manager roles for new charters being set up in Hyderabad.

    Oct 2015April 2018

    Recruiter II

    Amazon Development Centre
    Tenure  2yrs 7months
    Key Areas of
    Responsibility
    Stake Holder Management :
    • Own requirements, so as to proactively manage and implement hiring practices.
    • Proactively advise, consult, and act on pertinent information (market conditions/ opportunities) with
    • the stakeholders.
    • Raise potential obstacles and adjust to any changing talent market conditions in a timely fashion.
    • Participate in client management through interviewing, assessing, and making offer recommendations.
    • Uses funnel metrics to drive actions and change management for the business. 
    • Integrate with the business as a talent adviser. 
    • Attend staff meetings, stand-ups, huddles, and any other client team related activity that could increase understanding of the business.
    • Represent business at recruiting conferences and events.
    • Evangelize the products and leaders for the organisations supported and for Amazon.
    • Partner with HR and Hiring Managers to know and understand existing team landscape in order to seek the right candidates for the right team at the right time.
    • Know and understand existing team parity when it comes to preparing offers.
    • Present relevant data that easily speak of opportunity areas and/or successes that can in turn assist in determining the right course of action for  recruiting talent.
    • Drive improvement sessions with clients on sourcing strategies, interview skills training, referral sessions, and other relevant brown bags.

    Candidate Management :
    (Sourcing,Screening,Assessment and Engagement)

    • Develop sourcing strategies so as to effectively contribute to candidate generation. 
    • Use multiple channels in sourcing outside of the typical job board and resume channels and stay updated on recruiting  trends in the industry.
    • Develop and maintain talent networks in targeted areas so as to nurture capabilities that can help in converting prospects into candidates.
    • Ability to report on sourcing channels, measure of success and interpret the data to suggest viability of sourcing strategy and improvements needed.
    • Engages candidates at each stage of the recruiting process.

    • Follow data backed approach in setting expectations and offer negotiations with candidates. 

    • Share best practices with recruiting peers that can contribute to improving  candidate engagement.

    • Engage candidates by different methods including but not limited to cold calling, email, and events.

    • Actively participate in candidate on-site interviews and debriefs and be influential and credible on candidate assessments.

    • Actively involved in assessing candidates through resume screening and phone interviews.

    • Maintain a good understanding of  requirements and  share knowledge and insights with recruiting community to assist in assessment.

    • Conduct behavioural reference checks for candidates as needed; use knowledge gained to add value to the hiring process and help managers make the right hires and partner to craft effective on-boarding plans.

    Achievements @ Amazon:
    • Received recognition from stakeholders for being a  key contributor in ramping up Amazon's business intelligence team (CSBI) in Hyderabad.
    • Received recognition from stakeholders for revamping the existing event model and thereby increasing  efficiency and scalability especially in implementing it across locations.

    Oct 2014Sept 2015

    Technical Recruiter @ Google India Pvt Ltd

    via Ad Astra Consultants
    Tenure : 1 year
    Key Areas of
    Responsibility:  

    As a technical recruiter at Google I was instrumental in: 

    • Recruiting top talent for the engineering teams based in Bangalore, Hyderabad and the Mountain View office.
    • Create and manage the talent pipeline for the Software Engineer and Software Engineer,Tools and Infrastructure roles via gHire and LinkedIn.
    • Involved in identifying new sources of hire.
    • Source and develop passive and active candidates through networking, internet searches and research

    • Recruiting POC for the Google for Work and Android product development team based in Hyderabad.
    • Organise batch weeks (recruitment events) on a periodic basis.
    • Participate in global projects that focus on employee referrals, referral experience, candidate engagement.
    • Partner with the Programs team at Google for enabling a smooth campus placements season.
    • Partner with various Google People Services teams to ensure positive candidate experience and process compliance.
    Achievements @ Google:
    • Helped organise and facilitate two batch weeks at Bangalore and Bangladesh for recruiting new graduates in Jan 2015.
    • Was recognised by the business in supporting critical new graduate hires.
    Mar 2010Oct 2014

    Talent Acquisition Consultant

    NCR Corporation India Pvt Ltd
    Tenure: 4 years 8 months
    Key Responsibility Areas:
    • Managing end to end recruitment activities which include screening and sourcing for prospective applicants, facilitating interviews, improving candidate experience, salary negotiation/Offer release and ensuring customer satisfaction.
    • Maintaining strict process adherence through an RMS system (TALEO).
    • Ensure competency based hiring through psychometric tests as well as competency based interviews.
    • Weekly analysis of open positions putting in place plan of action for high ageing requisitions.
    • Weekly reporting as well as customer interfacing so as to update and set expectations with key stake holders.
    • Managing the referral source and facilitating the integration of this source to Taleo.
    Achievements @ NCR:

    • Given the interim responsibility of managing the largest function for NCR India - Services and CCC space pan India consisting of more than 2000 employees as a stand alone recruiter from December 2010 to June 2011.
    • Promoted to Talent Acquisition Consultant (TAC - Grade 7) and assigned back to IT hiring in June 2011.I have since , been recruiting for various teams within the Industrial Solutions Group of NCR , handling software and hardware engineering requirements.
    • Assigned to design and develop a reporting format for the team so as to monitor key matrices for the India TA Team. I have since been instrumental in presenting the weekly and monthly report for the team.
    • Promoted to Grade 9 in 2013, I was assigned the additional responsibility of developing and streamlining the referral source within NCR.
    • Promoted to Grade 10 in 2014, I was responsible for recruiting key positions across various teams spanning engineering, professional services, solution management and various COEs at the NCR R&D centre in Hyderabad.

    Education

    2009

    B.B.A

    Indian Institute of Planning and Management

    Three Year Full- time Under Graduate Programme in National Planning andEntrepreneurship

    2006

    A.I.S.S.C.E (12th)

    De Paul Public School, Kerala
    2004

    S.S.E (10th)

    Bharathiya Vidya Bhavans Vidya Mandir, Kerala

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