Pri***ena
Education
Barkatullah University, Bhopal Master of Business Administration - MBA, Business Administration and Management, General Jun 2010 - Jun 2012 Grade: First Division Activities and societies: 1) Best Anchor in College Fashion Show 2) Played Basket Ball in College CEDMAP IT Academy Diploma in Computer Application, Computer Science Jul 2010 - Jun 2011
Skills:
Tax Accounting Junior Tax Consultant at PeopleStrong Global Human Resources Management Senior Assistant Human Resources at HITLAB Barkatullah University, Bhopal
Work Experience:
Senior Assistant Human Resources HITLAB · Full-time Aug 2024 to Present · 3 mos Gurugram, Haryana, India · Remote Recruitment Associate Ananta Resource Management · Full-time May 2023 to Jul 2024 · 1 yr 3 mos Gurugram, Haryana, India · Remote
- Talent Acquisition & handling full recruitment cycle. 2) Worked in Oorwin ATS. Hr & admin Executive Targray · Full-time Aug 2021 to Apr 2023 · 1 yr 9 mos India · Hybrid Enabling job for candidates by screening,interviewing and testing applicants,processing employee data,updating company policies, notifying existing staff with internal opportunities. Junior Tax Consultant PeopleStrong · Full-time Nov 2019 to Jul 2021 · 1 yr 9 mos Gurugram, Haryana, India · On-site
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
Gaps between roles are minimal (roughly 1 month in a few transitions), indicating strong employment continuity. The candidate has a clear HR/recruiting trajectory after an initial tax-focused role, suggesting resilience and adaptability.
Industry exposure includes tax consultancy early on and several HR/recruiting roles across different organizations and sectors; while the HR path is consistent, the early tax experience introduces variation that may require onboarding to align with US HR expectations.
Tenure shows typical durations (about 1–2 years per role) with a recent 3-month tenure at the current employer, which is common for mid-career transitions but warrants discussion around long-term availability for a US-based role.
Education details are limited in the provided resume, making the alignment with HR/recruiting roles less explicit. While experience supports practical HR competence, lack of explicit degree information reduces clarity for roles with formal educational prerequisites.
Career Growth Curve
Best-Fit Roles (Top 5)
Senior Talent Acquisition Specialist (Remote – US)92% fit
Strong end-to-end recruitment experience, hands-on with full-cycle hiring, and prior ATS usage (Oorwin). Remote-readiness and demonstrated consistency in HR/recruiting make this a natural next step.
Talent Acquisition Manager (Remote – US)86% fit
Experience coordinating recruiting efforts across roles and organizations; potential to lead TA projects and mentor junior recruiters in a global team.
HR Generalist (Remote – US)80% fit
Broad HR exposure (admin, policy updates, candidate screening) aligns with HR Generalist expectations in small-to-mid-sized US teams.
People Operations Specialist (Remote – US)76% fit
Strong emphasis on HR operations and internal mobility fits startups or scale-ups prioritizing process enablement and employee experience.
Recruitment Consultant (Remote – US)72% fit
Solid TA background suitable for client-facing or contract-based recruitment roles; could be a strong stepping stone for US-market integration.
Related Sourcing Channels
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