Quality Assurance Human Resources

*** ** ****** ******, ****** MA ***** 617-***-**** ****************@*****.***

Jaspreet Bedi

SUM MARY

• Dynamic and result-oriented individual with technical recruiting experience, focused in the

p lacement of Software Engineers/Architects (Distributed and Mainframe), Database

A rchitects/Developers/Administrators, Network/System/Security Engineers, Web Developers,

Quality Assurance/Test Engineers, Technical Program/Product/Project Managers,

Development Managers, and Business Analysts.

• Possess strong technical/business acumen and understanding of technical requirements; deep

sourcing skills and experience sourcing passive candidates; excellent candidate assessment

skills.

• Possess excellent knowledge of recruiting and hiring processes including sourcing,

i nterviewing, reference checking, t racking, salary negotiations, and closing.

• A resourceful, solution-focused professional with excellent interpersonal and rapport-building

skills.

• Responsible, loyal, reliable, and independent worker with high level of enthusiasm and

creativity.

• Self-motivated professional who achieves results and has superior ability to coordinate and

perform several projects simultaneously.

E D UCAT IO N

M aster of Business Administration

S pecialization : Human Resources and Marketing

Bachelor of Engineering

Specialization : Electronics and Telecommunication

WORK EXPER I E NCE

9/2009 – 3/2010 Continuous Computing I nc.

Senior Recruiter & People Specialist

• Collaborated and shaped the future of the Engineering department at CCPU by identifying,

a ttracting and hiring the very best technical candidates available. Partnered with internal

h iring managers to drive staffing solutions that met the needs of the business.

• Owned full-cycle recruiting: interviewed, offered, negotiated and closed candidates for assigned

requisitions.

• Headhunted superstar Software Engineers, Software Test Engineers, Program Managers, Web

Developers, and other senior engineering leaders.

• Developed, drove and executed comprehensive search strategies to recruit senior and niche

candidates in limited candidate spaces.

• Maintained up-to-date knowledge of top CCPU business/technical and policy initiatives and

competitors.

• Introduced the concept of behavioral analysis as a part of the hiring strategy.

7/2007 -9/ 2009 K eane I n te rnational I nc.

Senior Recruiter & Employee Relations

• Drove the hiring process in a high-volume / time-sensitive environment, working directly with

h iring managers for all of Keane clients and managing candidates through the process to have

t hem placed on assignments.

• Placed high-end technical professionals in the area of Information Technology Industry in

contract and full-time positions. Specialized in Software Engineers/Architects (Distributed and

M ainframe), Database Architects/Developers/Administrators, Network/System/Security

E ngineers, Web Developers, Quality Assurance/Test Engineers, Technical

P rogram/Product/Project Managers, Development Managers, and Business Analysts.

• E ffectively recruited candidates through Internet research, internal database, cold calling,

referrals, networking, job fairs, and other strategies.

• Responsible for checking references, negotiating terms and rates for each project, coordinating

t he interview process, extending offers, and closing candidates.

• Performed extensive recruiting for Senior Software/Database Developers with heavy focus on

technologies such as: C/C++, (Windows & UN IX/Linux), .NET, Java/J2EE, SQL Server, and

O racle.

• Responsible for mentoring and providing on-going t raining and support for new recruiters and

serve as a resource for learning and navigating senior technical policies and procedures.

• Developed and implemented effective recruiting strategies in order to attract, screen, recruit,

and select high quality candidates.

• Clearly communicated all aspects of the offer including salary, stock options, benefits, bonuses,

relocating, etc.

• Determined the needs of the hiring managers

5/2007- 7/2007 M ahind ra & M ahindra I nc.

Recruiter

• Identified, qualified, and closed candidates through the use of the Internet sites.

• Filtered through and reviewed completed candidate profile/resume and evaluated applicant’s

work history, education and training, job skills, desired salary/hourly rate, and personal

qualifications against open requirements.

• Made initial contacts, scheduled and conducted full cycle interview, met each in-person,

reference checked and submit ted for the matching position.

• Negotiated salaries and hourly rates, extended offers of employment to successful candidates

and filled all the necessary paper work after the hire.

Reference:

Will be available on request

Contact this candidate