Shruti Kapoor

About Shruti Kapoor

I am a results-driven Talent Acquisition professional with over 9 years of expertise in sourcing, recruiting, and onboarding top-tier talent across diverse industries. My experience spans full-cycle recruitment, from crafting job descriptions and conducting interviews to offer negotiation and onboarding, ensuring a seamless hiring process. I excel in building and maintaining strong relationships with hiring managers and candidates, which enables me to optimize recruitment strategies that align with organizational goals. Throughout my career, I have successfully implemented tools and processes, such as Applicant Tracking Systems (ATS), to streamline recruitment operations and reduce time-to-hire by up to 20%. I am passionate about creating a positive candidate experience and fostering inclusive hiring practices that promote diversity within teams. My experience includes leading recruitment teams, driving employee referral programs, and analyzing recruitment metrics to provide actionable insights for continuous improvement. I am also adept at talent sourcing, candidate screening, and managing high-volume hiring, having recruited for positions ranging from mid-level roles to senior leadership across various sectors. With a strong background in both technical and non-technical recruiting, I am committed to delivering high-quality results that contribute to organizational growth.

Experience

1. Team Lead Manager- Talent Acquisition

   Pinnacle Group, Inc.

   Nov 2025 — Present · Noida

2. Team Lead- Talent Acquisition

   .efficiently

   May 2024 — Oct 2025 · Hyderabad, Telangana, India

   As a 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐋𝐞𝐚𝐝 I am responsible for hiring the best talent to meet an organization’s workforce needs. This role goes beyond traditional recruitment, focusing on long-term human resource planning and the development of strategies for hiring high-quality candidates who align with the company’s culture and objectives. 𝐊𝐞𝐲 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: 𝐓𝐚𝐥𝐞𝐧𝐭 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 & 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 Develop and execute a comprehensive talent acquisition strategy aligned with organizational growth goals. Design a scalable hiring roadmap encompassing volume, niche, and leadership recruitment. Serve as a strategic partner and advisor to business leaders and hiring managers across all functions. 𝐇𝐢𝐠𝐡-𝐕𝐨𝐥𝐮𝐦𝐞 & 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐇𝐢𝐫𝐢𝐧𝐠 Lead end-to-end high-volume sales hiring across regions, focusing on speed, quality, and cost optimization. Build and maintain a robust talent pipeline for frontline, mid-level, and regional sales positions. 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲, 𝐏𝐫𝐨𝐝𝐮𝐜𝐭 & 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐢𝐫𝐢𝐧𝐠 Collaborate closely with the CTO, CPO, and department heads to hire top-tier tech and product talent. Leverage market intelligence, competitive benchmarking, and focused sourcing strategies to attract the right talent. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 & 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐑𝐨𝐥𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 Drive closure of senior leadership roles (CXO, VP, Director levels) across verticals. Strengthen partnerships with executive search firms and enhance internal leadership referrals. 𝐓𝐞𝐚𝐦 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 & 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐄𝐱𝐜𝐞𝐥𝐥𝐞𝐧𝐜𝐞 Lead, coach, and develop a high-performing talent acquisition team. Champion data-driven hiring practices using ATS tools, dashboards, and hiring analytics. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠 & 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 Ensure a seamless and engaging candidate experience across all stages of the recruitment lifecycle.

3. Assistant Manager- Talent Acquisition

   Compunnel Inc.

   Jun 2021 — May 2024 · Noida, Uttar Pradesh, India

   𝐎𝐯𝐞𝐫𝐬𝐞𝐞 𝐅𝐮𝐥𝐥-𝐂𝐲𝐜𝐥𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Manage the end-to-end recruitment process, including sourcing, screening, interviewing, and onboarding candidates for various roles, ensuring a seamless experience for both candidates and hiring managers. 𝐃𝐞𝐯𝐞𝐥𝐨𝐩 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬: Collaborate with senior management to design and implement effective talent acquisition strategies that align with organizational goals and ensure a consistent pipeline of qualified candidates. 𝐓𝐞𝐚𝐦 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩: Lead, train, and mentor a team of recruiters, ensuring they meet performance goals and adhere to best practices in recruitment, candidate sourcing, and assessment. 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐞 𝐰𝐢𝐭𝐡 𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬: Work closely with hiring managers to understand specific job requirements, design job descriptions, and ensure clarity in recruitment objectives and timelines. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠: Develop and promote the organization's employer brand to attract high-quality talent through social media, networking, and career events. 𝐌𝐚𝐧𝐚𝐠𝐞 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐧𝐭 𝐓𝐫𝐚𝐜𝐤𝐢𝐧𝐠 𝐒𝐲𝐬𝐭𝐞𝐦𝐬 (𝐀𝐓𝐒): Oversee the use of the ATS, ensuring accurate candidate tracking, status updates, and process optimization to reduce time-to-hire. 𝐄𝐧𝐠𝐚𝐠𝐞 𝐢𝐧 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐒𝐨𝐮𝐫𝐜𝐢𝐧𝐠: 𝐎𝐟𝐟𝐞𝐫 𝐍𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐅𝐢𝐧𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧: Manage offer negotiations, extend job offers, and handle all communications with candidates, ensuring a positive experience and high offer acceptance rates. 𝐕𝐞𝐧𝐝𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: 𝐌𝐚𝐧𝐚𝐠e 𝐑𝐞𝐟𝐞𝐫𝐫𝐚𝐥 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐞 𝐢𝐧 𝐂𝐚𝐫𝐞𝐞𝐫 𝐅𝐚𝐢𝐫𝐬 𝐚𝐧𝐝 𝐄𝐯𝐞𝐧𝐭𝐬: 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬: Ensure smooth onboarding by coordinating with HR teams and managing documentation, orientation programs, and initial training sessions for new hires.

4. Human Resources Specialist

   MRCC

   Mar 2019 — Jun 2020 · Noida Area, India

   As an HRBP taking care of four business units for providing every guidance and support on every aspects of HR. • Ensure effective deployment of HR strategies, programs and processes in the organization. • Develop and drive strategies to attract, develop, engage and retain strong and diverse talent • Support Managers on all employee related issues and proactively advise the solutions • Assisting with manpower planning, recruitment and finalize job offer and compensation • 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬- Documenting, implementing, and maintaining company HR policies, rules and regulations • 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬- Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests • 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭- Working with business groups to assess, create and implement innovative solutions for a variety of employee engagement initiatives within the company • 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐋𝐢𝐟𝐞 𝐂𝐲𝐜𝐥𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭- Managing end to end employee life cycle including On-boarding for new joiners, Confirmation, Grievance Handling, Separations etc., • 𝐂𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 & 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬- Providing compensation support including salary planning, approval of salary actions, promotions, job re-structuring and managing various benefits. • 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭- Ensure that the annual performance reviews are completed and documented for all the employees in a timely manner • 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠- Ensuring that staff training, and development measures are in place for career support Communication- Managing various official communications to the employees as and when required • 𝐏𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐦𝐨𝐧𝐭𝐡𝐥𝐲 𝐇𝐑 𝐝𝐚𝐬𝐡𝐛𝐨𝐚𝐫𝐝 𝐰𝐢𝐭𝐡 𝐚𝐥𝐥 𝐇𝐑 𝐮𝐩𝐝𝐚𝐭𝐞 𝐚𝐧𝐝 𝐫𝐞𝐩𝐨𝐫𝐭𝐬 • Worked on global tool like Grey HR.

5. Senior Executive Human Resources

   Denave

   Apr 2016 — Apr 2017 · Noida, Uttar Pradesh, India

6. Human Resources Specialist

   Omnicom

   Sep 2014 — Apr 2016 · Delhi

   Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, training and development, records management, succession planning, employee relations and retention. Develops human resources solutions by collecting and analyzing information; recommending courses of action. Improves performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling candidates and employees. Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; Manages client expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports. Collaborates with regional recruiters, operations staff and other human resources staff to ensure a smooth sourcing and hiring process. Develops innovative, creative, and proactive recruitment / sourcing strategies to develop high quality active and passive candidate pipelines. Conducts regular follow-up with recruiters to determine the effectiveness of recruiting plans and implementation. Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments. Effectively builds and engages with talent communities through social media outlets. Identify and source appropriate internal talent for current and future open roles within the organization. Develops, coordinates and implements community-based recruiting initiatives with colleges and vendors. May give presentations at colleges, attend student group meetings, and increase college awareness of CPM before and after career fairs and events.

7. Human Resources Executive

   ABC Consultants

   May 2012 — Aug 2014 · New Delhi Area, India

   Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs. Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities Determines applicant requirements by studying job description and job qualifications. Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites. Determines applicant qualifications by interviewing applicants; analysing responses; verifying references; comparing qualifications to job requirements. Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications. Manages new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions. Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks. Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Accomplishes human resources and organization mission by completing related results as needed.

8. Human Resources Specialist

   Coeval Management

   Mar 2010 — Apr 2012 · Delhi, India

Education

• Hans Raj Model School

  Commerce · Business/Commerce, General

  1992 — 2004

• Delhi University

  BCA · Computer Science

  2004 — 2007

• IMC - International Management College

  Master of Business Administration - MBA · Human Resources Management/Personnel Administration, General

  2008 — 2010

Skills

• HR Consulting
• Benefits Negotiation
• Management
• Recruitments
• Talent Sourcing
• HR Management
• People Management
• Business Development
• Staffing Services
• Talent Acquisition
• BPO
• HR Solutions
• Business Analysis
• IT Service Management
• Talent Management
• LinkedIn Recruiter
• Hiring
• Vendor Management
• Human Resources (HR)
• Human Resources
• Corporate Recruiting
• Screening
• Employee Engagement
• Active Sourcing
• Sourcing
• Team Management
• Recruiting
• HRB
• Global Talent Acquisition
• CRM