Alishaa Chhabra

Alishaa Chhabra

About

Detail

Founder & CEO
Plano, Texas, United States

Timeline


work
Job
school
Education
folder
Project

Résumé


Jobs verified_user 0% verified
  • SNIPEBRIDGE
    Founder & CEO
    SNIPEBRIDGE
    May 2016 - Current (10 years 6 months)
    Advise clients with process improvement, process change, and process outsourcing in all aspects of Talent Acquisition
    Responsible for helping companies grow by adding great Talent while reducing their time to hire, increasing the quality of hire, and eventually reducing the company's overall attrition
  • QualiTest Group
    VP, Recruitment & Strategic Account Management
    QualiTest Group
    May 2007 - May 2016 (9 years 1 month)
    Managing strategic accounts, keeping existing business, and growing the business further.
    Managing a collective P&L of close to $7.5M
    Running the end-end recruiting division in QualiTest USA.
    Responsible for managing the recruiting budgets, recruiting resources, recruiting strategies, and processes.
    Meeting the SLA's as discussed and agreed
    Providing metrics for meeting the SLA's and other recruiting metrics
    Hiring recruiters for the team.
    Successfully grew the QT US team from 30 to 250+
    Managing accounts of 30+ individuals
    Proposing org structures for client management
    Ensure project documents and engagements are complete and updated timely. Develop and deliver client and management repor
  • QualiTest Group
    Director of HR & Client-relationship management
    QualiTest Group
    May 2007 - Mar 2016 (8 years 11 months)
  • paladin consulting
    Technical Recruiter
    paladin consulting
    Mar 2006 - May 2007 (1 year 3 months)
    Recruited consultants with functional expertise in Retail, Logistics, Telecom, Finance and technical expertise in Web technologies, Testing tools, Mainframe, Oracle/PeopleSoft ERP, Oracle/SQL/Sybase Databases, LAN/WAN skills, DW/BI, CRM solutions, SAP, Livelink, Documentum etc
    Worked on various IT positions for the Federal agencies, have in-depth knowledge of various clearances needed in DOD, DOE, DOJ etc.
    Handled resource requirements at all levels of expertise from fresher to Program Managers
    Successfully managed the full recruitment cycle independently including sourcing, initial screening, short listing, interviewing, reviewing with stakeholders, reference checks, preparing offers, negotiation and closures
    Sourced p
  • Zensar Technologies
    Resource Executive/Recruiter
    Zensar Technologies
    Dec 2004 - Nov 2005 (1 year)
    Responsible for recruiting technical resources for large offshore delivery programs for Cisco, Marks & Spencer and P&O Nedlloyd
    Recruited candidates with functional expertise in Retail, Logistics & Finance and technical expertise in Web technologies, Testing tools, Mainframe, Oracle/PeopleSoft ERP, Oracle/SQL/Sybase Databases, LAN/WAN skills, DW/BI and CRM solutions
    Handled resource requirements at all levels of expertise from fresher to Program Manager including key onsite positions such as Systems Analysts, Architects, DBAs, QA, Team Lead, and Project Manager
    Sourced potential candidates through direct hire, networking, job portals, staffing companies, employee referrals and head hunting in other target software companies
Education verified_user 0% verified
  • University of Pune
    Bachelors, Psychology
    University of Pune
    Jan 2002 - Dec 2004 (3 years)
  • Savitribai Phule Pune University
    Bachelors, Psychology
    Savitribai Phule Pune University
    Jan 2002 - Dec 2004 (3 years)
  • Savitribai Phule Pune University
    Masters Of arts, Clinical Psychology
    Savitribai Phule Pune University
  • Savitribai Phule Pune University
    Master, Clinical Psychology
    Savitribai Phule Pune University
Projects (professional or personal) verified_user 0% verified
    Publications verified_user 0% verified
    • A
      ATAP Whitepaper on Ageism
      ATAP
      We believe it is time to address age discrimination more fully. While it is an issue globally, each country also has different policies, laws, and practices. In this first “deep dive,” we review how ageism plays out in Talent Acquisition practices in the United States. As needed, we will expand future work to explore additional facets of ageism in Talent Acquisition.
    This is a community-created genome.