Shreya Mehta 🚀

TA – Just two letters, but trust me, they carry the weight of an entire organization’s future. We’re not here creating Rangolis — we’re crafting careers, building teams, and solving people puzzles every single day. Talent Acquisition isn’t just about "hiring." It’s the art and science of placing the right person in the right role, at the right time, and (yes, this one’s tricky!) within the right budget. Here’s a peek behind the scenes of what we actually do: 🔹 Manpower Budgeting No, we don’t just agree to numbers thrown at us. Every hiring starts with a deep market scan — role-wise benchmarking, competitor analysis, and seeing what the budget should be to attract the right talent. Saying “yes” to a budget often comes after a lot of behind-the-scenes legwork. 🔹 Talent Pipeline Building We don't work with magic wands. Building a solid talent pipeline takes time, planning, and careful forecasting. From sourcing to joining, every step has a conversion rate — and every TA knows those numbers like the back of their hand. 🔹 Poaching (A.K.A Strategic Head-Hunting) We’re not call center agents mass-dialing candidates. We craft keyword strategies, use Boolean strings, and reach out to niche profiles — often needing top-tier persuasion skills to convince someone already happy in their job to explore a new opportunity. It’s both delicate and bold. 🔹 Stakeholder Pushbacks Not every rejection is accepted quietly. Sometimes we fight for a candidate — backing our recommendations with data, market comparisons, and success stories. TA also means being a storyteller and a negotiator. 🔹 Follow-Ups Matter Issuing an offer isn’t the end. It’s the beginning of the real work — constant connects, coffee chats, keeping the excitement alive — all to ensure that the candidate actually joins and feels welcomed before Day 1. 🔹 Data Tells Our Story Our dashboards don’t just show numbers — they reflect hustle, strategy, and smart hiring. From reach-outs to drop-offs, everything is tracked and analyzed. That’s how we showcase the team’s real impact. — Talent Acquisition isn’t just a job, it’s a journey — from sourcing and engaging to closing and onboarding — all while staying aligned with budgets, timelines, and business goals. Here’s a shoutout to every TA professional who’s ever done the juggling act with a smile. We don’t just hire people. We build teams. We shape organizations. 💼✨ #LifeInTA #TalentAcquisition #HiringWithHeart #RecruiterLife #RespectTheHustle #thetalentodyssey

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When reaching out to recruiters from companies you aspire to work at, consider these valuable tips from active job seekers: 1) Ensure you target the right recruiter initially. Many organizations have extensive recruiting teams, so demonstrating initiative and resourcefulness by identifying the appropriate recruiter for your desired role is crucial. For instance, if you are pursuing a marketing position, avoid contacting a Tech Recruiter. 2) One effective approach is to submit your application, along with an updated resume and a brief explanation of why you are a suitable candidate for the position. This proactive step can significantly enhance your chances of making a positive impression. 3) Cultivate your network diligently as it directly impacts your professional opportunities. Connect with individuals holding positions you aspire to have or recruiters who frequently post job openings aligned with your interests. Building a robust network can be instrumental in your career progression over time. Remember, strategic outreach and networking play pivotal roles in securing your dream job. Stay proactive and targeted in your communications to stand out to potential employers. #JobSearch #Networking #CareerAdvice

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As a recruiter, I go through hundreds of resumes every week. And sometimes, honestly, we make snap decisions. We might see a big brand name and assume the candidate’s expectations would be too high. We might see an impressive profile and assume they won’t be interested in a mid-scale role. We might assume their notice period doesn’t match the requirement. But here’s the truth: assumptions aren't always reality. Sometimes the best-fit candidates don’t get a call—not because they’re not good enough, but because we thought maybe they wouldn't consider the opportunity. So here’s my message to job seekers: If you feel you’re a fit, don’t hesitate to reach out directly. A simple message on LinkedIn can open a door that might’ve stayed closed otherwise. We're all human. And sometimes, all it takes is a nudge to get noticed.

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Lately, I’ve noticed many TA job postings prioritizing specific industry experience over core recruiting skills. Having worked across IT, Hospitality, E-commerce, SaaS, and Advertising—each with its own nuances—I’ve realized that, at its heart, recruitment is about finding great talent, building strong relationships, and ensuring hiring success. A great recruiter adapts to any industry because recruitment is ultimately about people, not just processes. We work closely with hiring managers to understand their needs and find the right fit. By narrowing the focus to industry-specific experience, are we missing out on recruiters who bring fresh perspectives and diverse expertise? Do you agree? 👇

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