Rajani Gupta

10+ years in contingent workforce management. A planned career break. And now, back with more credentials and sharper focus.

Here's my story:

I started in recruitment at Aerotek/Allegis Group — US staffing, high volume, fast pace. That foundation led me into MSP program management, where I spent years building something far more complex: multi-country programs, cross-functional stakeholder relat

Client: State Street | Contingent Workforce Program covering India, Japan, Australia, China, Hong Kong, Philippines, Singapore, South Korea & Taiwan

•     Owned end-to-end delivery of State Street's APAC contingent workforce (MSP) program across 9 countries and all four labor categories — Resource Tracking, Joint Ventures, Staff Augmentation, and Statement of Work (SOW) — supporting 200+ monthl

Client: State Street | APAC Contingent Workforce Program

•     Administered Beeline VMS for the State Street APAC contingent workforce program, owning requisition, worker, and engagement data across multiple countries and labor categories.

•     Onboarded new supplier partners onto the VMS, coordinating across procurement, legal, client hiring managers, and supplier leadership to bring partn

Client: State Street | APAC Contingent Workforce Program

•     Executed Resource Tracking, Joint Ventures, and Staff Augmentation delivery for State Street's APAC contingent workforce program, holding regional scope from the outset across multiple countries.

•     Partnered with client business units to capture hiring demand, coordinate supplier sourcing, and manage the full contingent worke

Worked as Senior Recruiter II at Aerotek.

Usage of Job Portals such as CareerBuilder alongside networking on LinkedIn and the internal database to find and screen candidates based on Client requirements.
• Work directly with account managers to ensure that the requirements contain the necessary information (rate, duration, location and skill set) in order to find the ideal candidates.
• Lead and train new hires, sourcing specialists, recr

Usage of Job Portals such as CareerBuilder alongside networking on LinkedIn and the internal database to find and screen candidates based on Client requirements.
• Work directly with account managers to ensure that the requirements contain the necessary information (rate, duration, location and skill set) in order to find the ideal candidates.
• Lead, train and accountable for 2 Sourcing Specialis

Create job descriptions.
Recruiting and interviewing plan for each open position.
Efficiently and effectively fill open positions.
Develop a pool of qualified candidates in advance of need.
Research and recommend new sources for active and passive candidate recruiting.
Build networks to find qualified passive candidates.

Issued Jun 2026

Issued Oct 2025 · Expires Oct 2028

Issued Jul 2020