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Resumes
August 13, 2026
Resume Example
Use these ATS-friendly resume examples and templates to showcase your hires per year, time to fill, and team results as a Talent Acquisition Manager.
Meenakshi Raghunathan
(469) 555-0138 ◇ Plano, TX
meenakshi.raghunathan@example.com ◇ linkedin.com/in/meenakshi-raghunathan ◇ meenakshiraghunathan.com
Objective
Talent acquisition manager with 9 years in recruiting, leading a team of 7 recruiters and 2 coordinators that fills about 480 roles a year for a 3,200-person software company. Cut time to fill from 52 days to 31, raised offer acceptance from 78% to 91%, and reduced agency spend 70% by building an in-house sourcing function. Runs recruiting on a weekly pipeline review, so that every open role has a named owner, a sourcing plan, and a date.
Education
B.B.A. in Human Resource Management, Collin County Crown University 2013 – 2017
Coursework in Staffing and Selection, Compensation, Employment Law, Organisational Behaviour, and Statistics.
SHRM Certified Professional, Society for Human Resource Management 2021
Also holds a talent acquisition strategist certification and completed a structured interviewing train-the-trainer programme in 2022.
Skills
Talent Acquisition Management
Workforce and hiring plan alignment, recruiting capacity models, pipeline reviews, recruiter coaching, hiring manager partnership, metrics and reporting
Recruiting Practice
Full-cycle recruiting, sourcing strategy, structured interviewing, offer negotiation, employer branding, candidate experience, university hiring
Process and Compliance
Applicant tracking system administration, interview process design, agency and vendor management, compliance and equal opportunity reporting, budget ownership
Tools & Platforms
Greenhouse, LinkedIn Recruiter, Workday, Gem, HireVue, Tableau, Excel, Microsoft Teams
Experience
Talent Acquisition Manager 02/2022 – Present
Collin County Crown Software Plano, TX
- Lead a team of 7 recruiters and 2 coordinators filling about 480 roles a year across engineering, sales, and corporate functions.
- Cut time to fill from 52 days to 31 in 3 years through a weekly pipeline review and a structured interview process with 4 stages.
- Reduced agency spend 70%, from $1.4M to $420,000 a year, by building an in-house sourcing team of 2 that now fills 85% of senior roles.
Senior Technical Recruiter 05/2019 – 01/2022
Legacy Line Technologies Plano, TX
- Filled about 90 engineering and product roles a year with a 42-day average time to fill against a team average of 55.
- Raised offer acceptance from 78% to 91% by introducing compensation conversations at the first screen and a 48-hour offer turnaround.
- Built a referral programme that produced 31% of hires in its second year, up from 12%.
Recruiter 07/2017 – 04/2019
Legacy Line Technologies Plano, TX
- Filled about 70 corporate and customer support roles a year across 2 offices.
- Ran the university hiring programme, recruiting 24 graduates a year from 6 campuses with a 92% first-year retention rate.
- Maintained a 4.6 of 5 candidate experience score across about 1,500 candidates a year.
Projects
In-House Sourcing Function. Built a 2-person sourcing team with a shared talent pool of 6,000 profiles, outreach templates tested across 20 variations, and a handoff standard to recruiters, which now fills 85% of senior roles without agencies and cut agency spend from $1.4M to $420,000 a year.
Structured Interview Process. Replaced unstructured interviews with a 4-stage process, role-specific scorecards for 40 job families, and training for 220 interviewers, which cut time to fill from 52 days to 31 and raised first-year performance ratings of new hires by 14 points.
Recruiting Capacity Model. Built a capacity model that sets recruiter load by role difficulty and hiring plan, presented quarterly to finance and department heads, which kept load at 18 to 22 open roles per recruiter through a year in which hiring rose 35%.
Extra-Curricular Activities
- Member of a regional talent acquisition leaders group of about 80 that meets monthly.
- Volunteer resume and interview coach for a workforce nonprofit, about 30 job seekers a year.
- Speak at university career services events about 3 times a year on how hiring decisions are made.
Leadership
- Lead a team of 9 with 2 recruiters promoted to senior and 1 to team lead in 3 years.
- Own a recruiting budget of $2.1M covering tools, agencies, events, and employer branding.
- Trained 220 hiring managers and interviewers on structured interviewing across 2 years.
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