Recruiting technology
Data and analytics professionals in Recruiting technology
Explore how recruiting technology teams actually use data to make hiring decisions. Learn which metrics drive real choices—like candidate sourcing, pipeline forecasting, or recruiter productivity—and where data stops being useful because it doesn't capture what matters most.
Professionals to explore
01—10Ajay Mattappallil
LinkedInExperience: Senior Manager, Recruiting Analytics · Lacework
Experience leading a recruiting and headcount analytics function, building an end-to-end recruiting analytics data stack for hiring decisions.
Anna Pham
LinkedInExperience: Talent Acquisition Analytics, Lead · CSL
Experience building recruiting dashboards and analyzing hiring data, including designing Tableau visualizations and workflows for talent acquisition analytics at multiple employers.
Arleta Soundappan
LinkedInExperience: Senior Director, Talent Acquisition Technology, Processes and Data · BAE Systems, Inc.
Experience designing recruiting metrics and dashboards and driving talent acquisition operations through data, technology, and process improvements.
Ashish Parulekar
LinkedInExperience: Head of Talent Acqusition Analytics & People Analytics · Capital One
Experience leading talent acquisition analytics and recruiting analytics functions, including workforce planning, sourcing, selection, hiring and onboarding analytics.
Elyse Rike Desai
LinkedInExperience: Senior Manager, Recruiting Analytics · Amazon
Experience creating recruiting analytics teams supporting global recruiting operations, campus recruiting, and technical recruiting functions.
Nuria Berwick
LinkedInExperience: Global People Analytics Senior Manager · Accenture
Experience serving as people analytics advisor lead for recruiting and onboarding, converting data into insights supporting leadership hiring decisions.
Paul Eames
LinkedInExperience: Senior Data Analyst & BI Team Lead (Analytics Engineering) · The Adecco Group
Experience building recruiting and talent analytics infrastructure, including predictive modeling to forecast job-order fill risk for recruiting operations.
Piyush Tayal
LinkedInExperience: Global Data Analyst, Talent Acquisition · Schneider Electric
Experience building data analytics solutions for talent acquisition, including job code recommendation systems and hiring pipeline forecasting models.
Ramya Narayanan
LinkedInExperience: Sr. Manager - Talent Acquisition · Tiger Analytics
Experience partnering with business leaders on recruitment analytics and talent acquisition hiring processes within an analytics services firm.
Shivani Kukreja
LinkedInExperience: Manager - TA Analytics and Hiring (Tech, Non Tech, Analytics, Design, Contract Staffing) · Swiggy
Experience leading talent acquisition analytics and hiring processes, including recruitment dashboards and reporting for technology and analytics hiring functions.
Choose the right perspective
Look for candidates who have built or used analytics in recruiting workflows. Ask them to describe specific decisions they influenced with data, not just reports they created. Focus on moments when data pointed one way but the business chose differently.
Questions to take into the conversation
- 01Walk me through a hiring or recruiting metric you built. What decision did it actually change?
- 02When did you realize the data you were tracking didn't answer the question people really needed answered?
- 03Tell me about a time when gut feel or recruiter feedback overruled what your analytics showed. Why did that happen?
About this directory
This is a professional research starting point based on business profile data retrieved on . Titles and companies reflect that source snapshot and may describe past or present roles. Check the linked profiles for current details. Inclusion does not imply Instant Expert membership or availability.
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