Deepu Mathew

DigiCert is the digital trust provider and a leading global security company (US based) of choice for leading companies around the globe- trusted by major ecommerce brands, world's largest companies, major cloud providers, entire country financial systems.

Collaboration: Partnered with site leads, hiring managers and HR teams to understand staffing needs and develop tailored recruitment strategies. Provided monthly updates to regional site/HRBP leads on upcoming hiring and status of current hiring activities in the region. Worked cross functionally partnering with HR, Total Rewards, FP&A partners, and Talent Coordinators.

Sourcing: Utilized various channels, including job boards, LinkedIn, social media, networking, and employee referrals, to identify potential candidates, well versed in engineering (R&D) hiring. Proactively involved in researching new recruitment methodologies, competitive intelligence to create innovative sourcing strategies. Experience in conducting external benchmarking to understand DigiCert’s competitive recruiting landscape and influence best practices with team and stakeholders.

Candidate Screening: Review resumes, conduct initial phone screens, and assess candidates' qualifications and alignment with DigiCert's's values and culture.

Candidate Management: Build strong relationships with candidates, prepare, coordinate interviews, understand candidate’s motivations for considering DigiCert opportunities and ensure candidate career aspirations match the opportunity.

Assessment and Evaluation: Administer relevant HackerRank assessments or tests as needed to gauge candidates' suitability for the position.

Selection: Worked with hiring managers to make informed hiring decisions, ensuring a seamless and efficient candidate selection process.

Offer Negotiation: Facilitate salary and benefits negotiations, presenting competitive offers to candidates.

Onboarding: Assist in onboarding process to ensure a smooth transition for new hires into the organization.

Candidate: Providing feedback and updates in a timely and professional manner. Act as a good employee brand ambassadors - giving potential applicants a glimpse into what it's like to work for the company

Data Management: Use performance metrics and data to identify areas of improvement in the recruiting process. Maintaining accurate and up-to-date candidate records in the applicant tracking system Greenhouse (ATS).

Compliance: Ensure all recruitment and hiring practices comply with labour laws and regulations.

Talent Pipelining: Developed and maintained a talent pipeline for current and future hiring needs.

Process improvement: Seek continuous improvements to enhance the process's capabilities; implement positive changes by overcoming resistance to change. Manage ad-hoc projects to support continuous improvements and the transformation of Talent Acquisition department at DigiCert.

ZEISS is an internationally leading technology enterprise operating in the fields of optics and optoelectronic, with over 40,000 employees, globally in almost 50 countries.

• Developed and maintained strong working relationships with Global HR, HR business Partners and hiring managers to meet required job requirement
• Own end-to-end recruitment life cycle for various positions at all levels
• Trusted advisor to managers and interview teams to guide and implement effective and efficient interview process
• Leverage Workday to track candidate progress through funnel and keep consistently clean data for reporting
• Acted as brand ambassador to educate candidates on interview communication, culture, career growth and advantages of working for ZEISS
• Expert in diversity recruiting strategies to attract diverse workforce of varied backgrounds, experiences and styles
• Developed pipeline of qualified candidates through proactive sourcing (LinkedIn, email, phone), X-ray search, ATS reviewing, networking and referrals campaign
• Weekly updates on recruitment operations are delivered to business partners and hiring managers.

Twilio is an American company based in San Francisco, which provides programmable communication tools for making and receiving phone calls, sending and receiving text messages, and performing other communication functions using its web service APIs.

• Created actionable sourcing strategies that include time to hire, historical conversion funnels, sourcing outline, talent mapping analysis and diversity focused plans
• Hired for roles across all levels for the R&D function in Ireland, the United Kingdom, Poland, Estonia, Spain and Czechia
• Expert in conducting batch days and using data to forecast hiring, develop sourcing strategies, and share reports with HR business partners and hiring managers
• Used a range of sourcing methods, such as social media, LinkedIn Recruiter, Boolean & X-ray search, and region specific job portals
• Engaged with leaders, hiring managers and human resources partners on position descriptions, requisition creation, compensation and sourcing strategies
• Proficient with ATSs like Greenhouse, and GEM.

Google is an American multinational technology company focusing on artificial intelligence, online advertising, search engine technology, cloud computing, computer software, quantum computing, e-commerce, and consumer electronics

• Created strong Google brand presence on campuses through career fairs, workshops, guest lectures, hackathons and campus drives
• Designed and implemented end-to-end campus hiring strategy aligned with Google's talent acquisition goals and objectives
• Identified target campuses and established relationships with placement officers, faculty members, and student representatives
• Engaged with candidates at various stages in recruitment process to support their application journeys and enhance their overall experience
• Developed onboarding strategies, cultural and engaging events, leadership discussions, and served as point of contact for all student queries
• Tracked and analysed key metrics related to campus hiring, such as number of applications, conversion rates, offer acceptance rates and time-to-fill
• Prepared regular reports and presentations summarising campus hiring activities, outcomes, and recommendations for improvement.