Non-IT Recruitment Team Lead

Sharmil Kumar

SK Team Lead - Recruitment Non IT

B Com Commerce

IASE DEEMED UNIVERSITY, Jaipur,

Rajasthan

April 2002 – May 2005

A Bachelor of Commerce (B.Com) is a

three-year undergraduate degree

focused on the fundamentals of

commerce, finance, and business,

covering subjects like economics,

accounting, taxation, and business law.

Dynamic and results-driven Team Lead with extensive experience in non IT recruitment. Proficient in leading a team of recruiters to source, screen, and hire top talent for various departments within the organization. Skilled in developing and implementing recruitment strategies to attract high-caliber candidates. Adept at building strong relationships with hiring managers and collaborating effectively to fulfill staffing needs. Proven track record of meeting and exceeding recruitment targets while providing excellent candidate experience. Ready to leverage expertise in recruitment and team leadership to drive recruitment initiatives and support organizational growth.

PROFESSIONAL EXPERIENCE

Jan- 2026 - Till Date As a Sr.Recruiter (WFH) I have been assigned to recruit for their US requirement projects .

Company :Raider, US (Recruitment for US Assignments) . June- 2024 - Dec 2025 As a Freelancer I have been working on various projects for Indian & Middle East clients and Europe Immigration. May- 2024 - June 2024

As a Freelancer I have been Deputed to Abudhabi for 1 month Contract. Company :ATS Inspection, Abudhabi (Recruitment for Third Party Inspection Projects) .

Feb 2020 – March 2020

Company: O&G Skills Pvt. Ltd( Samsung Engineering Project- Noida) Position: Sr.Talent Acquisition Specialist

July 2018 – October 2019 Company: IPS Group – Mumbai Position: Manager

– Talent Acquisition & B D

Sep 2011 – June 2018

Company: Offshore Experts - Mumbai Position: Head -Recruitments Aug 2009 – Sep 2011 Company: Seatek India - Mumbai Position: Recruitment Manager

Jun 2007 – Jul 2009 Company: CNSZ Immigration Services India Pvt Ltd - Mumbai Position: Asst. Manager - Recruitment

Apr 2004 – Jun 2007 Company: Global Resources - Mumbai Position: Senior Consultant

PERSONAL INFORMATION

Mob: 091******** / 808-***-****

E mail : *******.*****@*******.***

Linkedin Passport Details Date of

Expiry :

4TH MAIN ROAD 3rd Cross

EDUCATION

KEY SKILLS

MS WORD, MS EXCEL, MS POWER

POINT, ACCESS, MS OUTLOOK,

COREL DRAW.

• Global Exposure • Communication

Skills • Head Hunting • Recruitment

Planning • Proactive & Detail Oriented

• Linked in Networking • Contracts

Documentation • Vendor Management

.

AI & Chat GPT Work Shop Certification

LANGUAGES

English, Hindi, Malayalam, Telugu,

Tamil, Kannada, Marathi .

Aug 2002 – Apr 2004 Company: World Link - Cochin Position: Recruiter Roles and Responsibilies :

August 2009 – September 2011

Sl. No. PROJECT CLIENT : 1 J. Ray McDermott EPIC of JADID Platform, U. A. E

2 Hyundai Heavy Industries EPIC of Platform at Deen Dayal Field, India 3 Hyundai Heavy Industries Integrated Offshore Crude Handling Facilities, IOCL, Paradip, India

4 Hyundai Heavy Industries Installation & Commissioning of Offshore Pipeline at Bassein Field, India

5 Cairn India Underwater Inspection of Jackets at Ravva Field, India 6 Dragon Oil Underwater Survey and Inspection of ZHD 100 Platform, Turkmenistan

7 Dragon Oil Underwater Inspection of Zhadnov & Lam fields, Turkmenistan 8 Leighton International EPC for Marine facilities of Mangala Development Pipeline, Mumbai, India

9 J. Ray Mc Dermott Pre-Engineering Dive Survey of B Series N-15 & N-16 Platforms, U. A. E

10 Real Offshore Diving and Inspection of ZHD-100 Platform, Turkmenistan . 11 Aban Offshore U-WILD Inspection, Mumbai High, India 12 Jacobs Inspection Pvt Ltd Jetty Inspection Works, Saudi Arabia 13 Diving Services for Southeast India, Cauvery Basin Core roles and responsibilities

Team leadership and development

Proposal Submission Documentation, Seatek India, Mumbai, 2009 Develop and execute strategies: Design and implement data-driven recruitment strategies to attract and hire high-quality candidates across different O&G segments (upstream, midstream, and downstream). Plan for industry shifts: Account for the industry's cyclical nature by proactively building and nurturing a talent pipeline during periods of low demand to avoid critical shortages during market upturns. Enhance employer branding: Promote the company's reputation, culture, and commitment to innovation and sustainability to attract top talent in a competitive market.

Predict hiring needs: Collaborate with department heads and senior management to anticipate future staffing needs and align recruitment efforts with business goals.

Lead and mentor recruiters: Guide, train, and develop a team of recruiters, delegating responsibilities based on expertise and ensuring high-quality service delivery.

Set goals and evaluate performance: Establish clear team objectives and use key recruitment metrics (e.g., time-to-hire, source of hire) to track and report on progress to senior management.

Resolve conflict: Handle internal team conflicts and address grievances to maintain high morale and a cohesive working environment. Candidate sourcing and hiring

Operational oversight

CERTIFICATIONS

Certified Recruitment Analyst

Source specialized talent: Develop unique and targeted strategies for sourcing specialized talent, including technical experts, field operators, and engineers who may not be actively seeking new roles. Manage the full recruitment lifecycle: Oversee the entire process, including sourcing, screening, interviewing, and negotiating offers, ensuring a positive candidate experience.

Handle senior and key roles: Directly manage the recruitment for high-level and difficult-to-fill positions.

Build talent communities: Cultivate long-term relationships with potential candidates to build a strong talent community for future needs. Ensure compliance: Maintain strict adherence to all local, national, and international labor laws, especially those related to safety and environmental regulations in the O&G sector.

Optimize processes and technology: Maintain and improve the Applicant Tracking System (ATS), leverage AI and digital platforms, and refine workflows to increase clarity and efficiency.

Manage vendors: Collaborate with third-party recruitment agencies and vendors to broaden the talent pool, especially for international and hard-to- fill roles.

CRA - Certified Recruitment Analyst, Middle Earth Consultants, August 2010

Contact this candidate