HR Talent Acquisition CV Sample

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Richard Nathan

HR and Talent acquisition Expert.


Professional, HR manager with 5+ years in Human Resources and recruitment.Worked as Branch manager and now Looking to achieve a position in business enviornment, which will utilize my skills in Talent acquisition and HR while providing me new Challenges and Opportunity.


  • Recruiting
  • On boarding
  • Developing training programs
  • Employee Relations
  • Organisational Communication
  • Performance tracking
  • Leadership mentoring
  • Team building
  • Sourcing
  • Screening & Interviewing
  • Strong Public speaker
  • Job posting

Work Experience


Conviction HR pvt ltd (Mumbai)

Jan 2020

HR Executive

Conviction HR pvt ltd (Mumbai)

Jun 2017

IT Recruiter

Freelancer (Mumbai)

Oct 2015


Bachelors in Business Admin

San Jose State University


Higher Secondary

Northeastern University



In Conviction HR

Jan 2020

  • Sourced candidates for BPO, KPO, IT Corporate Industry by acting as a liaison between the client company and the job candidates.
  • Oversaw a human resources department of 20+ team members and their various functions.
  • Coordinate with hiring managers to identify staffing needs.
  • Effectively liaised between senior management and employees to maintain and improve company -employee relations.
  • Researched, recruited, staffed, on boarded, and trained new company hires according to the needs of department and company budget.
  • Plan interview and selection procedures, including screening calls, assessments and in-person interviews.

In Conviction HR

Feb 2018

  • Design job descriptions and interview questions that reflect each position’s requirements.
  • Shortlist potential candidates through online channels (e.g. social platforms and professional networks)
  • Improvising recruiting procedures (e.g. job application and onboarding process) and Implement new sourcing methods (e.g. social recruiting)
  • Keep track of recruiting metrics (e.g. time-to-hire and cost-per-hire)
  • Participated job fairs and career events.
  • Forecast quarterly and annual hiring needs by department.
  • Foster long-term relationships with past applicants.
  • Advise juniors on interviewing techniques.
  • Build the company’s professional network through relationships with HR professionals.
  • Work in performance improvement plan, track the performance of individual employee and designing new policies and structure within the organization.
  • On an average 20-30 Employee engagement activities in a year.


  • English
  • French
  • Arabic
  • German

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