Priya Sundaresh
More than a decade in recruitment, the last stretch embedded in one of India’s largest GCC builds. She knows the market the way you know your own neighbourhood.
Connect on LinkedIn ↗Priya brings more than a decade in recruitment, specialising in end-to-end talent acquisition and strategic hiring. In recent years that has meant going deep on GCC talent: embedded in one of India’s largest ongoing capability-centre builds, hiring for the client through Recruise across lateral, bulk, niche, and leadership roles. That range gives her something no single-track recruiter has: a read on the culture, the internal dynamics, and what makes a hire last, not just close.
She works across global stakeholders and regions to drive alignment and results, and mentors junior recruiters as a Recruise Wagon facilitator, focused on lifting the whole team’s performance. She writes on the embedded-TA relationship, senior and leadership hiring, and candidate care as the real differentiator in a market where most recruiters disappear after the first call.
Read more from Priya.
What Director–VP hires actually want, in their own words
Ask a senior candidate why they’d move and the answer is rarely the perks. It’s scope, a real mandate, and a line of sight to impact.
Manager quality is the real experience lever
People don’t leave companies, they leave managers, and at senior levels, one good leader outweighs a floor of amenities.
Onboarding a senior hire is a ninety-day trust exercise
The first quarter decides whether a leader you fought to land stays engaged or quietly starts taking calls again.
What sourcing signals actually predict a hire
We looked back across a run of closed senior searches to see which early signals separated the candidates who converted from the ones who didn’t.
Designing an interview process that measures the right thing
Most loops test whether a candidate can survive the loop. A few extra rounds rarely add signal, they add drop-off. What to cut, and what to keep.
A curated shortlist hides the two candidates who’d have said yes
Over-curation filters out the highest-intent candidates. A loss-analysis, and how to re-open the pool.
One hiring pattern worth knowing, every ten days.
The Mandate Desk is our read on the senior GCC talent market — one signal that moved, the read behind it, and one thing worth doing. Written from live placement data.