Israrul S.

Result Oriented Recruiting. Senior Tech & Non-tech Recruiter - Helping startups and companies to hire ‘A players’ and save tons on their recruiting 🚀 I’m your match 🙋🏻 if you’re finding these answers: ✔ You’re an early-stage startup or mid-large sized company and facing challenges in finding qualified talent. ✔ Looking to implement the best strategy that could help recruit top quality candidates with minimal turnaround. ✔ Want to set up the most suitable recruiting system to manage your talent pipeline with ease. ✔ You’re spending time and money but still not getting the quality of talent that you are looking for. Recruiting isn’t only about understanding the role and hiring a relevant candidate. - For me, it’s about finding a qualified candidate who could understand your vision and surprise you with their extraordinary abilities. Just imagine, if your team is filled with the ‘A players - thinkers and doers’ then what could stop that company to be unstoppable? Technical recruiting or even non-tech recruiting isn’t as complex as it’s shown. There were many early-stage startups I’ve worked with, and most of them had innovative products and those vital recruiting tools that could bring the best results. But they were facing the challenge of building or expanding a core team that could take the company to the next level. Almost all of them focused and used simple recruiting methods when I dig deeper and got to know more about their utilized recruiting implementations and strategies on the first brainstorming call. Those simple methods were helping them outreach ‘relevant candidates’ not ‘A players’. And I feel quite fortunate that I got connected and collaborated with them and helped them hire their ‘unstoppable’ teams which by the way still working there. But the only difference is that they’re on their way to transforming from startups to unicorn startups and the growth of their teams has become like watching now. Problem solving can help everywhere but in recruiting it can do wonders, believe me! ✨ Whatever I’ve said so far is only possible and depends on what kind of recruiting knowledge and experience I come with. So to understand my abilities and exp better let me share my background in greater detail… 🥷 Built and managed core crowdsourcing teams with 50+ Recruiters 🧑‍💻 7+ years of exp in Technical & Non-tech Recruiting 📈 Improving fill rate with 50% less turnaround ⚡ Worked with innovative startups and recruited for Fortune 500 🧑‍💼 Experienced working with “C-level” leaders 🪄 Revolutionised sourcing funnel 📊 Cost-effective Recruiting systems architect 🤔 Process improvement thinker 🧑‍🏫Tech recruiting SME & Boolean coach There's a lot of Recruiters. I can do what they all can do (some things I do way better) 🙂 Experience: ◻️Proactive headhunting, technical recruiting, company mapping, extensive networking, and relationship building. ◻️ Design, build, and implement various recruitment processes and frameworks. ◻️Design a creative sourcing strategy and use effective headhunting tools ◻️Manage ‘drop-out’ ratio to near 0; Formulate & implement a strategy to maintain Offer: joining ratio 90-100%. ◻️Design and implement various recruitment reports and analytics for top management. ◻️Strong focus on candidate experience, candidate development, partnering with candidates through the initial process, initiate technical interviews. Technology: ◻️Strong experience in Applicant Tracking Systems (ATS): Bullhorn, Lever, SmartRecruiters, Breezy, Talenthire CEIPAL, Greenhouse, Jobvite, Manatal, BambooHR ◻️Candidate Sourcing Platforms: LinkedIn Recruiter, Indeed, Socials (including LI and Twitter), Github, Stackoverflow, ZipRecruiter, X-ray boolean searches, CareerBuilder, Monster, Xing ◻️Email FInding: Hiretual, AmazingHiring, Loxo, Kendo, Lusha, and many more! ◻️Project/Task Management: Trello, Asana, Monday.com, Jira, ◻️Analytics: Looker, Tableau ◻️Other Platforms: Slack, Notion, Salesforce, WordPress, MS Teams, Miro, Figma Why don’t we jump on a quick chat to find out whether we’re a perfect match for working together and supercharge your recruiting?