1. SAM C REDDY
186, WARD STREET, NEW BRUNSWICK, NEW JERSEY, 08901
(PHONE) 585 363 8289 (MOBILE) 7326109234 (EMAIL) samcreddy@gmail.com
www.linkedin.com/in/samchreddy/, https://twitter.com/REDDYCHSRIDHAR
Career Overview
Dependable, Self-motivated, dynamic management professional with experience in diverse markets places,
credentials which combine solid, tactical leadership and human resources expertise with a strong business
background, multi-task-oriented, work collaboratively, and a commitment to achieving corporate goals.
Results-driven manager with the proven ability to motivate personnel to reach desired individual and regional
specific company objectives, and dedicated to maximizing profits, highly resourceful, and creating an positive
atmosphere of exceptional employee morale.
Qualification
 Excellent interpersonal and coaching skills
 Recruiting and selection techniques
 Proficient communicator
 Talent assessments
 Motivated
 Interviewing
 iCIMS Applicant Tracking
Education and Training
Master of ComputerApplication - OsmaniaUniversity,Hyderabad,AP,India, 2001.
Bachelorof Science,OsmaniaUniversity,Hyderabad,A.P,India, 1988.
Member
MEMBER OF TECH RECRUITER SOCIETY, NEW YORK
MEMBER OF TRIANGLE TECHNICAL RECRUITERS ASSOCIATION
Accomplishments
Created and implemented recruiting & branding campaigns using social media.
Created social media accounts and taught recruiting team how to network online and in person. Delivering
job search advice via Face book, Twitter & LinkedIn.
Directed a large Healthcare Companies Recruiting Department through a turnaround situation. Challenged
by plenty of issues at Cadila Pharma to transform a company plagued by major employees agitation,
complaint-ridden, defeated team of into an improved, fast paced, proactive recruiting team capable of
filling 1000 requisitions yearly.
Managed a nationwide pharmaceutical field sales expansion project doubling the size of a division. Hired
by Glaxo India Ltd to manage an expansion project from 1994–1998. Selected and managed the outsourced
vendor relationship. Managed a recruiting administration team who on-boarded the candidates.
Implemented “Talent Centers” around the country in hotels. Oversaw all phases of the recruitment process.
Managed a team at Entity Solutions Pty Ltd that hired 600 employees for a mining company in Perth
Australia in 4 months. Developed, implemented, and managed weekly open houses to attract candidates.

2. Strategized with team to overcome recruitment challenges such as minimal hourly wages and part
time/short term commitment.
Managed an expansion project to hire 50 IT Consultant in Melbourne. Selected to oversee this project to
recruit 50 IT professional at a very short notice in 2010. Developed and managed the entire recruitment
process.
WORK EXPERIENCE
Sr TECHNICAL RECRUITER
COMPUTEK SOLUTIONS INC
FEBRUARY 2011 TO PRESENT Duration 4 years 10 Months
Computek Solutions is a leading information technology solutions and consulting firm, providing services to
enterprises across various industries. We also provide comprehensive range of IT services and solutions to
Fortune 500 companies and government entities. Our key to success lies in our high skilled IT professional
team, along with our strategic partners, helping customers meet their goals by providing excellent project
execution capabilities and on time delivery.
RESPONSIBILITIES:
 Manage the full recruitment lifecycle process for clients which includes; developing the overall
recruiting strategy, determining key selection criteria, posting requisitions to multiple channels,
screening candidates, scheduling and managing the numerous rounds of interviews with hiring
managers, conducting the pre employment verification, packaging the offer, closing the candidate, and
processing all on-boarding paper work with the HR Generalist.
 Significantly reduced cost and Time per hire by implementing various recruitment strategies.
 Increased Sales Year after years consistently, by 27% as per the company targets.
 Review Staffing Requisitions and Job Descriptions with the Hiring Manager(s).
 Built candidate pipeline through networking sites and professional organizations.
 Complied weekly and monthly reports in Excel covering recruitment activities.
 Consulted with Business Managers on compensation packages and market trends.
 Write/edit job descriptions and postings for ads and web sites.
 Efficiently identify and screen talent against specified job requirements per company policy and
procedures.
 Effective and consistent communication with management, internal business development units, and
technical infrastructure teams regarding all search efforts.
 Articulated and negotiated job offers with candidates and clearly communicated all aspects of the offer
including salary, stock options, benefits, bonuses and relocation.
 Vendor management and developed solid pipeline of candidates to continue and keep a steady flow of
top candidates in the database system and moving through the interview process.
 Design, develop and maintain a network of contacts to help identify and source qualified candidates

3. SENIOR RECRUITER
ENTITY SOLUTIONS, MELBOURNE, AUSTRALIA.
MARCH 2006 TO Jan 2011 Duration 4 Years 10 Months
Entity Solutions is a contingent workforce specialist, pioneered in Australia and operating globally.
We design and enable customized solutions that support the unique needs of contingent workers (referred to
as Independent Professionals/IPros) and organizations engaging them.
Since 1999 we’ve combined unmatched industry knowledge, an outstanding compliance record and superior
service, to simplify processes and ease the complexities associated with flexible work arrangements.
Whether you’re an individual wanting to take control of your career or an organization looking for ways to
gain greater control of your workforce, Entity Solutions’ range of services allows you to harness the
advantages of an evolving and flexible world of work.
RESPONSIBILITIES:
 Sourcing and screening of potential IT candidates for contract, contract-to-hire and permanent
openings with our clients.
 Learn and understand current market needs and service offering.
 Analyze candidate information to determine matches between candidates and job openings. Submit
qualified candidates to open job requirements.
 Write job descriptions.
 Interview prospective candidates and educate candidates on company process.
 Update and track candidates in accordance to Entity Solutions standards.
 Responsible for processing and contacting qualified candidates who respond to Entity Solutions via
phone, email or web.
 Establish relationships with consultants/contractors in specified region(s) or with specified clients.
 Track job orders and initiate recruitment for new roles paying close attention to high priority situations
Coordinate or conduct screening activities (e.g., drug screens, reference checks).
 Responsible for increasing number of qualified applicants in database.
 Refer job order leads and hiring manager names to Account Managers.
 Be familiar with industry trends, including client, market and unemployment conditions.
 Be fully educated on account processes & policies to ensure 100% contract compliance.
 Track/communicate new technology trends.
 Strategize with team members; assist and backup absent colleagues.
 Attend training sessions, including those where active participation is expected.
 Meet or exceed weekly sales goal expectations.
RELATIONSHIP MANAGER
CXC, SYDNEY, AUSTRALIA.
FEBRAURY 2005 TO JANUARY 2006 Duration 1 Year
CXC has been enabling individuals & organizations to optimize the many opportunities of contracting with
genuine passion. It’s what drives CXC to innovate, grow and seek to achieve more. For contractors, we’ve got
the best ideas & strategies to help them optimize their time, wealth and their work life. For employers &
agencies, by reducing risk, cost & admin, we provide an optimal environment, based on real-time business
intelligence, to help grow their bottom line. This is a knowledge business. And for 23 years, our knowledge is
what we’ve optimized & what we continue to grow, every day. At the core, and what we’re most proud of, is
the CXC Global team.

4. RESPONSIBILITIES:
 Responsible for the recruiting and screening of Information Technology professionals for contract and
full time employment.
 Implemented recruiting plans, recruiting strategies, sourcing plans, procedures and measurable
metrics.
 Assessed career objectives for IT professionals, advise candidates of potential opportunities that met
their career objectives, and maintain relationships with candidates throughout the sales cycle.
 Created weekly statistical record and analysis for each recruiter's performance that includes resumes
submitted, interviews procured and offers accepted.
 Responsible for conducting phone screens, interviews, reference checks.
 Scheduled interviews and performed all pre-employment screening for candidates.
 Negotiated salaries, wages, benefits, bonuses, and per diem with potential candidates nationwide.
 Assisted candidates by making travel arrangements and locating suitable accommodations for
relocation.
 Vendor management and developed solid pipeline of candidates to continue and keep a steady flow of
top candidates in the database system and moving through the interview process.
 Design, develop and maintain a network of contacts to help identify and source qualified candidates.
RECRUITER
CADILA LABS, INDIA
OCTOBER 2001 TO JANUARY 2005 Duration 4 Years 4 Months
Zydus Cadila is a fully integrated, global healthcare provider, with strengths all along the pharmaceutical value
chain. With a core competence in the field of healthcare, Zydus Cadila provides total healthcare solutions
ranging from formulations, active pharmaceutical ingredients and animal healthcare products to wellness
products.
RESPONSIBILITIES
 Formalize job descriptions including salary ranges with Account and Hiring managers.
 Identify and recommend recruitment sources to find top talent. Sources include job boards
(mainstream and niche), networking groups, user groups, associations, universities, competitors, and
employee referrals, specialized recruitment agencies contingency.
 Full life cycle recruitment on all Clinical/Scientific positions such as ClinicalResearch Associates, Clinical
Trials, Drug Safety, Medical Writers, Biostatisticians, SAS Programmers, Laboratory Specialist, Admins,
Clinical Software trainer, and other roles for both internal and external roles.
 Use Job boards, print media, referrals sourcing and recruitment for both internal and external roles.
 Pipeline passive candidates to build database.
 Conduct 1st round interviews before submitting to higher management, stakeholders, and clientele for
consideration. Utilized Behavioral Based Interviewing for all candidates to get a feel if they were a right
match for the positions.
 Follow up with management and/or clients for feedback for 2nd round, or face to face interviews, and
secure start dates for candidates.
 Release offer letters, initiate background checks, and conduct reference checks for all candidates hired.

5. RECRUITER
GLAXO SMITH KLINE, MUMBAI, INDIA.
FEBRUARY 1994 TO FEBRUARY 1998 Duration 4 Years
Glaxo are a science-led global healthcare company. They are into research and develop a broad range of
innovative products in three primary areas of Pharmaceuticals, Vaccines and Consumer Healthcare.
Glaxo also have a significant global presence with commercial operations in more than 150 countries, a
network of 84 manufacturing sites in 36 countries and large R&D centres in the UK, USA, Spain, Belgium and
China.
RESPONSIBILITIES
 Source, interview, and select applicants for technical positions.
 Meet with hiring managers to determine job duties & Write job descriptions.
 Match applicants to job openings & Source for future job openings.
 List job postings on job boards, corporate career web sites, and other possible channels.
 View applications, Call applicants and perform phone screens.
 Have applicants come in for formal interviews or Skype.
 Arrange for travel, lodging and Facilitate meeting between hiring manager and applicant.
 Create portfolio of possible candidates for hiring manager.
 Check references.
 Inform candidate of company's decision.
 Compose offer letters and negotiate salary and benefits.