Giandeep Singh
Contact details — on requestProof of Work — on request
Experience
Associate Recruiting Analyst (Talent Acquisition and HR Technology)
Wells Fargo · Jul 2024 – Present
- Designed, built, and deployed a production Microsoft Copilot Studio Sourcing Agent that replicates hiring manager intake sessions, generates role-specific sourcing strategies, auto-builds Boolean search strings, and scores resumes against defined role requirements, reducing manual HR effort and standardizing recruiter output across the GCC recruiting function.
- Engineered and scaled GenAl-enabled workflow automation across a 20-member cross-location team in Bangalore and Hyderabad, automating Workday Recr001 and Recr003 report analysis, JD refinement, candidate communication drafting, and pipeline tracker updates.
- Generated 200+ hours of monthly productivity capacity and drove team-wide Al adoption through structured internal training, improving reporting accuracy and data integrity.
- Manage end-to-end US hiring across Technology, Risk, Finance, and Shared Services, managing 25 to 35 concurrent requisitions monthly via Workday ATS, sustaining offer-to-join ratios of 85 to 90 percent through structured intake consulting, Market Trac-informed sourcing, and ServiceNow workflow governance within strict SLA-driven frameworks.
- Engineered Power BI and Excel KPI dashboards monitoring pipeline health, aging requisitions, interview throughput, time-to-fill trends, and recruiter bandwidth, consumed directly by senior leadership for capacity planning and workforce optimization decisions.
- Built and presented an Al-driven workforce segmentation model at an internal hackathon, applying historical requisition data to categorize role lifecycle stages, predict role aging patterns, and surface workload allocation and hiring forecast visibility for senior leadership.
- Strengthened HR governance through Root Cause Analysis on process deviations, identifying compliance risks, closing documentation gaps, and improving SOP standards, resulting in reduced stakeholder escalations.
- Contribute to the Bangalore Engagement Pillar and author the Central Newsletter, driving internal community initiatives and cross-functional employee connectivity.
Recruiting Associate (Talent Acquisition | Analytics | HR Advisory | HR Technology)
Wells Fargo · Jul 2024 – Present
- • Support US hiring across Technology, Risk, Finance, and Shared Services functions in a regulated enterprise environment
- • Manage 25–35 concurrent requisitions through Workday ATS and SLA-driven recruitment workflows
- • Led GenAI workflow optimization initiative across a 20-member cross-location team, generating 200+ hours of monthly productivity capacity
- • Built analytical trackers and Power BI dashboards monitoring pipeline health, aging requisitions, interview throughput, and TAT trends
- • Presented an AI-driven workforce segmentation model during an internal hackathon to improve workload allocation and hiring forecasting
- • Partner with hiring managers to refine job requirements and sourcing strategy using MarketTrac and Market Intelligence tools
- • Contribute to hiring governance through RCA analysis, process documentation, and compliance monitoring
Key Account Manager (Talent Acquisition and People Operations)
MyCaptain · Jun 2023 – May 2024
- Owned full employee lifecycle delivery for multiple B2B client accounts across Sales, Marketing, Operations, and Early Career functions, managing 40 to 50 requisitions per quarter from intake through post-offer engagement.
- Achieved approximately 95 percent offer-to-join conversion through structured candidate preparation and post-offer engagement.
- Designed a data-driven 90-day integration framework for newly placed talent that reduced early-stage attrition by 18 percent within key accounts.
- Analyzed inbound lead data and content performance metrics from 5,000+ monthly inquiries to forecast hiring capacity and align resourcing with commercial revenue targets, contributing to a business line of approximately 1 crore INR.
- Developed internship readiness frameworks using historical candidate performance data, improving CV shortlisting success rates by 20 percent and enabling a structured early-talent pipeline for client accounts.
- Standardized backend HR infrastructure, including hiring trackers, feedback loops, escalation matrices, and stakeholder communication cadences, improving SLA adherence and reducing time-to-fill across high-volume mandates.
Key Account Manager (Talent Acquisition | B2B Client Management | Employer Branding)
MyCaptain · Jun 2023 – May 2024
- • Full-Lifecycle Recruitment: Owned end-to-end recruitment delivery for multiple B2B client accounts across Sales, Marketing, Operations, and Early Career functions, managing 40 to 50 requisitions per quarter with full lifecycle ownership from intake to post-offer engagement.
- • Offer Conversion: Achieved approximately 95 percent offer-to-join conversion rate through structured candidate preparation, early expectation alignment, and rigorous post-offer engagement frameworks.
- • Attrition Reduction: Designed and deployed a customized 90-day integration and engagement framework for newly placed talent, reducing early-stage attrition by 18 percent within key accounts.
- • Revenue-Linked Hiring: Analyzed inbound lead data and digital content metrics from 5,000+ monthly inquiries to forecast and align hiring capacity with commercial revenue targets, contributing to a business line of approximately 1 crore INR.
- • Early-Talent Pipeline: Developed internship readiness frameworks using historical candidate data, improving CV shortlisting success rates by 20 percent and enabling a structured early-talent vertical.
- • Employer Branding: Led digital talent marketing initiatives including Instagram Reels, FAQ content, and success story campaigns, driving peak inbound lead generation and strengthening employer positioning in competitive talent markets.
- • Process Standardization: Standardized backend hiring trackers, feedback loops, escalation matrices, and stakeholder communication cadences, improving SLA adherence and reducing time-to-fill across high-volume mandates.
Member
Vanaj - The Commerce Society of SGND Khalsa College · Oct 2020 – May 2023
People Consultant (HR Operations and Talent Acquisition)
Only Much Louder (OML) · Jan 2023 – Apr 2023
- Managed 12 to 15 concurrent requisitions across creative, product, and support functions, achieving a 30 to 40-day time-to-fill average through improved pipeline qualification and structured interview decision loops.
- Built centralized HR data trackers covering open headcount, role aging, pipeline health, and workforce demand, enabling real-time capacity planning for People Team leadership.
- Maintained employee relations resolution within 48 to 72-hour response targets.
- Conducted compensation benchmarking for creative and product teams, presenting data-backed restructuring recommendations directly to senior leadership.
People Consultant (HR Business Partnering | Talent Acquisition | HR Operations)
Only Much Louder · Jan 2023 – Apr 2023
- • Consulting Mandate: Delivered a time-bound consulting mandate within the People Team covering talent acquisition, workforce coordination, compensation advisory, and HR operations across creative, product, and support functions.
- • Requisition Management: Managed 12 to 15 concurrent requisitions end-to-end, achieving a 30 to 40 day time-to-fill average aligned with industry benchmarks through improved pipeline qualification and interview decision loops.
- • Compensation Benchmarking: Conducted comprehensive compensation benchmarking for creative and product teams, presenting data-backed restructuring recommendations directly to senior leadership.
- • Headcount Planning: Supported People Team leadership in headcount planning and hiring prioritization by consolidating role demand data and pipeline insights into structured reporting dashboards.
- • Process Efficiency: Streamlined stakeholder communication loops using automated tracking, reducing feedback turnaround time by 30 percent.
- • Employee Relations: Coordinated employee relations touchpoints, escalating queries and grievances through internal channels and maintaining resolution timelines within 48 to 72 hour targets.
Internshala Student Partner
Internshala · Feb 2023 – Mar 2023
HR Operations Executive (Talent Acquisition | HRIS | Employee Lifecycle | HR Shared Services)
Josh Talks · Nov 2021 – Dec 2022
- • End-to-End HR Operations: Managed complete HR operations for a 300-employee startup, owning the full employee lifecycle across talent acquisition, onboarding, documentation, compliance, and employee engagement.
- • Talent Acquisition: Partnered directly with founders to execute hiring across 10+ functional areas, driving lateral and campus hiring during a critical growth phase and achieving a 3X increase in qualified applications within 6 months by optimizing outreach and reducing agency dependency.
- • HRIS and ATS Architecture: Architected ATS and HRIS workflows for the organization, managing applicant tracking, data integrity, and weekly hiring analytics for leadership visibility.
- • Workforce Analytics: Centralized attrition insights and reporting dashboards, providing founders with real-time headcount analytics to support rapid business scaling decisions.
- • Manager Enablement: Designed and delivered a manager enablement program for 25+ first-time managers covering compliance, communication standards, and employment law fundamentals in partnership with the L&D function.
- • HRMS Governance: Managed HRMS data architecture, employee records, leave management, and organizational chart integrity within an HR Shared Services-style operating model.
- • Payroll and Compliance: Coordinated payroll inputs, offer letter rollouts, background verifications, and vendor interactions, ensuring seamless onboarding and compliance cycles.
- • Employee Relations: Drove employee relations initiatives including grievance handling, buddy system implementation, and retention-focused communication frameworks.
HR Operations Executive (Talent Acquisition and HR Shared Services)
Josh Talks · Nov 2021 – Dec 2022
- Partnered with founders to execute talent acquisition across 10+ functional areas during a critical growth phase, achieving a 3X increase in qualified applications within 6 months by optimizing outreach channels and reducing agency dependency.
- Architected ATS and HRIS workflows from the ground up for a 300-employee organization, managing applicant tracking data architecture, employee records integrity, and weekly hiring analytics reporting for founder-level visibility within an HR Shared Services model.
- Designed and delivered a manager enablement program for 25+ first-time managers covering compliance, communication standards, and employment law fundamentals in partnership with the L&D function.
- Managed complete HR operations, including onboarding, payroll input coordination, background verification, compliance documentation, and employee relations, ensuring seamless lifecycle execution across a rapidly scaling team.
M
HR Intern
Mega Infusion · May 2021 – Jul 2021
S
Human Resources Intern
Shine Projects · May 2021 – Jun 2021
Sales Business Development
MandatoryTrendz · Jul 2020 – Aug 2020
Skills 0 proven through work
Also works with
Sales RecruitmentEarly Career RecruitmentMicrosoft Copilot UsageMicrosoft Copilot Studio UsageInterpersonal SkillsCreativityAnalytical ThinkingTaking OwnershipTeam BuildingConflict Resolution in TeamsTeamworkAdaptabilityAI Solution ImplementationBefore-and-After Impact MeasurementData-Driven RecommendationsReceiving and Incorporating FeedbackInclusive Hiring PracticesCandidate ScreeningKPI AnalysisHiring Funnel AnalysisWorkforce PlanningOperations Data TrackingTime-to-Fill ReductionNiche Role Requirements DefinitionConversion Rate OptimizationApplying Best PracticesTalent Pipeline ManagementGoal setting (defining key results)Machine Learning ApplicationTime Series Trend AnalysisHR Program DesignExploratory Data Analysis (EDA)Lead QualificationStrategic PlanningCross-Departmental CoordinationBusiness AcumenRequisition ManagementTransparent CommunicationEmployee Onboarding CoordinationInterview PreparationCandidate Follow-Up CommunicationHigh-Volume Operations ManagementPeople ManagementCandidate Evaluation and RatingAI-Assisted DevelopmentTechnical TroubleshootingRapid LearningResource Constraint ManagementBudget ManagementSalary BenchmarkingMarket ResearchRequirements AnalysisCandidate Sourcing via Social MediaRequirements Definition for SourcingStakeholder InterviewingLead GenerationWorkflow Design (Process Mapping)Problem SolvingProcess ImprovementAI Agent Development
Proof of Work
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Education
Bachelor's Degree, Commerce
University of Delhi · 2020 — 2023
Contact details
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