Lincy Amalin

Talent Acquisition & Recruitment

• Managed end-to-end recruitment for 40+ roles (junior to senior), ensuring timely closures and strong candidate experience.
• Achieved 30-day TAT for hiring across Sales, IT, and Non-IT roles using Naukri, LinkedIn, and referrals.
• Conducted compensation benchmarking across 10+ companies, reducing offer dropouts.
• Built recruitment dashboards (Excel/Power BI) to streamline reporting and hiring insights.
• Partnered with tech team to develop a recruitment module, cutting manual HR workload by 40%.

Attrition & Retention

• Analyzed monthly attrition across 237 branches, contributing to a 15% drop in voluntary exits.
• Designed retention strategies based on trend data, boosting employee engagement by 16%.
• Conducted 150+ exit interviews, managed resignations, BGVs, and ensured 100% compliance.
• Rolled out pre-joining engagement using a 30-60-90-day pulse check model for smooth onboarding.
• Developed a Branch Health Scorecard with 10+ HR metrics to help regional HRs resolve issues efficiently.

Campus Hiring & Talent Programs

• Led campus and Officer Trainee (OT) hiring drives, on-boarding 80+ freshers annually.
• Managed the OT program with 80+ trainees/year and achieved 85% full-time conversion.
• Executed OT and MT programs ensuring 100% on- boarding and timely training completion.

HR Operations & Systems

• Handled the complete employee lifecycle: hiring, on-boarding, grievance handling, retention, and exits.
• Served as HRMS Admin, overseeing BGVs and corporate announcements.
• Supported HR budgeting and manpower tracking, improving forecast accuracy by 25%.

• Ensured 100% First Time Right (FTR) resume submissions, cutting rework and reducing sourcing costs by 15%.
• Supplied 60+ profiles/month and scheduled interviews within 3-5 working days of requisition.
• Tracked end-to-end hiring for 40+ roles and escalated bottlenecks to meet project-specific deadlines.
• Achieved a 60-70% resume-to-selection conversion rate through precise screening and business alignment.
• Negotiated salaries within budget for 90%+ of offers, ensuring alignment with compensation benchmarks.
• Reused profiles from internal database for 30-40% of open roles, optimizing recruiter effort and turnaround time.
• Secured cost approvals within 24-48 hours for selected candidates, ensuring smooth offer rollout.
• Released 95% of offer letters within defined SLA (2-3 days post-selection).
• Maintained regular follow-ups with 100% of selected candidates, reducing offer dropouts by 20%.
• Built a buffer pipeline to cover last-minute declines for at least 80% of roles without delays.
• Filled positions within 48 hours in case of last-minute rejections or dropouts.
• Maintained and updated daily/weekly trackers covering candidate status and business feedback with zero data misses.

• Created an attrition dashboard based on 1332 employee data, analyzed the leading causes of attrition, and planned employee engagement initiatives.
• Coordinated and organized events such as town hall meetings, Donation campaigns, etc.
• Connected with more than 500+ employees personally and solved their concerns.