Priya Sundaresh
Priya has spent the last stretch of a decade in recruitment embedded inside one of India’s largest GCC builds, hiring for the client through Recruise.
Connect on LinkedIn ↗Priya has more than 10 years in recruitment, in end-to-end talent acquisition and strategic hiring. For the last several years that has meant 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. Sitting inside the build for years gives her a read on the culture, the internal dynamics and what makes a hire last, which one search at a time never shows.
She works with stakeholders across regions, and mentors junior recruiters as a Recruise Wagon facilitator. She writes on the embedded-TA relationship, on senior and leadership hiring, and on candidate care between the first call and the offer.
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.