Davindr Shah
About Davindr Shah
Davindr Shah is a Senior Manager of Talent Growth at Searce Inc, with extensive experience in talent acquisition and human resources across various companies. He has a proven track record of successfully closing over 300 positions at CompuCom and leading the hiring of over 200 resources annually at Searce.
Current Role at Searce
Davindr Shah serves as the Senior Manager of Talent Growth at Searce Inc. since 2020. In this role, he has been responsible for leading the hiring process, successfully managing the recruitment of over 200 resources annually for the past 2.5 years. His strategic approach to talent acquisition has contributed to the growth and development of the organization.
Previous Experience in Talent Acquisition
Prior to his current position, Davindr Shah held several roles in talent acquisition across various organizations. He worked as a Talent Acquisition Manager at CompuCom from 2018 to 2020, where he successfully closed over 300 positions in Application Development and Infrastructure projects in 2019. He also served as Deputy Manager-HR at Hexaware Technologies from 2014 to 2016.
Educational Background in Human Resources
Davindr Shah completed his Master in Personnel Management at Pune University from 2004 to 2006. This educational background has equipped him with the necessary skills and knowledge to excel in human resource management and talent acquisition.
Achievements in Recruitment
Throughout his career, Davindr Shah has received multiple awards for his contributions to talent acquisition and management. He was recognized with the STAR Recruiter Award at E-Infotek Consulting Solutions for three consecutive years from 2007 to 2009. Additionally, he achieved a commendation from the CEO of Capgemini for his team contributions.
Strategic Recruitment Initiatives
Davindr Shah has implemented effective recruitment strategies that have led to significant improvements in hiring processes. He developed a channel mix strategy that utilized 40% portal utilization, 35% ATS and career site, 20% employee referrals, and 5% alumni contributions. His efforts resulted in a 15% reduction in cost per joiner through strategic recruitment efficiencies.