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Manager Social Media

Location:
Mountain View, California, United States
Salary:
75000
Posted:
May 19, 2018

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Resume:

TTAANNYYAA MMAADDAANN

**** **** *********** **, *****, Mountain View, CA 94043 • 201-***-**** • ac5ima@r.postjobfree.com http://www.linkedin.com/in/tanya-madan SKILLS & COMPETENCY

Strategic Staffing • Recruitment • Talent Acquisition • ATS/ HRIS • Employer Branding • Creative Sourcing • Candidate’s Experience • Recruitment Metrics • Social Media Recruiting • Onboarding and Training EXPERIENCE

Senior Recruiter

All About People Inc, San Jose Nov 2017- Present

Responsible for full-cycle recruiting of Technical and Non-Technical positions: assess hiring goals, review requirements, post jobs, source/screen candidates, interview & coordinate, negotiate offer, references/background check, extend/close offers, & check-in/ follow up with clients and candidates.

Recruit candidates through multiple internet sources (LinkedIn, Dice, Indeed, CareerBuilder, Monster, cold calls, job board, referrals etc. Develop recruiting strategies and process to find candidates. Acquire a thorough understanding of job requisitions for required competencies, skills. Train, mentor, and coach junior recruiters on the full recruiting life cycle process

Utilize creative sourcing techniques and craft personalized email campaigns with current job openings to engage passive candidates. Network online and offline to promote our brand as a staffing consultant and ensure we attract top talent.

Provide a high-touch and memorable experience for every candidate, while owning and driving the full cycle recruiting process

Build a strong talent pipeline, regularly manage candidate activity. Enter and maintain candidate information into applicant tracking system on a daily basis.

Effectively managed multiple requisitions (ranging from 15-25) simultaneously whilst delivering high volume results

Guided candidates through hiring process by coordinating interviews and keeping in constant communication regarding interview feedback and preparation

Positions recruited: VP of Engineering, Senior Java Developer, DevOps Manager, Enterprise Architect, Data Scientist, Project Manager, Product Manager, QA Engineer, Mobile Developers (iOS/Android), Business Analyst, Customer Service Rep, Accountants, Business Development Associates, Machine Learning Engineer, Content Writer, Paralegal. Senior Recruiter

WhoWhatWhy, New York Nov 2016 – Nov 2017

Involved in end to end recruitment from Sourcing, Screening, Scheduling and on-boarding roles such as Business Analyst, Project Manager, Reporter, Visual Editor, Content Manager, Social Media Analyst, Marketing Communications Manager Senior Technical Recruiter

TechBlue Software Feb 2014 – Nov 2016

Responsible for the development and delivery of Techblue internal recruiting strategy for its SaaS product. Facile in usage of LinkedIn, and Monster. Enhanced employer branding presence via Glassdoor, Linked In, and other social media channels. Developed and sustained a strong pipeline of skilled technical and non-technical talent by always doing proactive networking on Linkedin.

Source, qualify and close active/passive candidates for newly formed RPO division of Techblue Software direct hire client’s roles in Silicon Valley. Working directly with the Director of Engineering to narrow down the technical sourcing efforts to find the ideal candidates. Sourcing AngularJS, NodeJS, Python, Android developers, Data Scientist, DevOps Engineer.

Successfully Hired Full Stack Developers, Java Developers, UI Developers, Solution Architects, Technical Project Managers, Application Development, QA, Software Engineers. Achieved approximately 90% offer acceptance rate

Sourced and closed non-technical talent positions such as Accountant, Sales, Marketing, Business Analyst, Project Manager, Product Manager, Content Manager, Social Media Analyst, SEO.

Source and filter candidates through various resources – Referrals, LinkedIn, and Qualify potential candidates over the phone; schedule and interview potential candidates in-person. Networking with current employees to find potential matches for all job opportunities and applying outbound sourcing strategies to pitch open requisition to passive candidates.

Used different strategies to build talent pipelines, referral generation, and sourcing campaigns. Find, engage and activate passive candidates. Also, used nontraditional platforms like Quora and Reddit.

Greatly enhanced candidate screening by working closely with hiring managers to understand their business requirements.

Utilized Greenhouse to post and update all requisitions as well as track candidates and properly document all hiring stages from initial contact to onboarding new hires. Identify company’s competitors and cold call potential candidates when necessary.

Directed the re-creation of the company career website, including recruitment-specific video content.

Analyzing and reporting key insights/hiring metrics such as backfill positions trends, conversion percentage (offered vs joined),

TAT etc. to leadership team through quarterly recruitment dashboard.

Partnering with business teams to formulate hiring strategy and manpower planning for the year. Helped Company become more purposeful around values and culture fostering an employee experience that makes us a great place to work.

Conducts background checks. Onboarding new-hires and delivering orientation. Responsible for Rolling out of policies, procedures, processes and systems related to talent management at various position/levels across the organization. Recruiter and HR Operations

Toluna, Apr 2013 – Aug 2013

Develop and execute immediate hiring strategies to meet Toluna business objectives. Build a pipeline of top talent through requesting referrals, cold-calling, attending campus placement events, networking, and used online databases to successfully recruit best candidate for the Job. Update and maintain ATS.

Developed passive talent identification strategies for Data Analyst, Survey Programmer, and Sales & Marketing, through identification, outreach, assessment, and formal presentation to potential candidates.

Creating a unique and memorable candidate experience by contacting and engaging candidates, managing their experience throughout the process. Qualifying candidates for technical and team fit. Identify closing strategies for offers and proactively provide candidates with the right information to help make their decision as easy as possible.

Interface with Compensation, Finance, IT and HR Operations to ensure that any underlying data issues are resolved (job codes, titles, cost centers, etc.

Analyzing attrition & publishing snapshots on monthly basis. Introduced “BUDDY PROGRAM” to help new hires hit their roles in a much more focused and oriented manner.

Support line managers in talent retention by making customized action plan to retain key employees through attrition risk tracker. Initiated Job Shadowing a program for cross functional training and movements.

Channeled feedback from new employee orientation and exit interviews to facilitate change and reduce attrition.

Monthly EWS based on 1-1 Session with employees, regular touch points were maintained to have Succession Planning. Technical Recruiter

Globalemployees Jan 2012 –Jan 2013

Recruiting Positions including: Software Developers/Architects, Business/Systems Analysts, Technical Program/Product/Project Managers. Also, Managed Non-Tech Roles like Customer Service, Marketing and Admin.

Interviewed qualified candidates, for clients in United States and made recommendations to hiring managers. Also, lead roundtable team meetings with hiring managers to review leadership applicants. Reference checks, salary negotiations.

Develop collaboration with hiring managers and consult with key stakeholders from cross-functional areas to identify hiring needs and challenges. Source resumes by utilizing advanced internet search, social networking sites, job boards, cold calling, networking, internal and external referrals.

Graduate Trainee

Broadcast Initiatives July 2010- March 2011

Participate in college recruiting events to represent the company and identify potential candidates

Job postings, sourcing resumes, scheduling interviews, and conducting initial phone screenings to identify potential candidates. Conducted reference checks and onboarding for new employees. EDUCATION

• Post Graduate Diploma in Management (MBA)- Human Resource Management GPA 3.5 2011 – 2013

• Bachelor of Arts - - Journalism GPA-3.5 2007 – 2011



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