Talent Acquisition · Recruiting Operations · AI-enabled hiring
I am Tanya Mishra, a Talent Acquisition Specialist with 5+ years of experience hiring technical, product, GTM, operations, and leadership talent across the US, LATAM, EMEA, APAC, and India.
Career snapshot
Career outcomes above are drawn from my résumé. Portfolio concepts below are clearly identified as self-initiated prototypes, not client work.
Recruitment problems I solve
These case studies show how I think about common TA challenges. Each can be turned into a working scorecard, dashboard, workflow, or template.
High application volume makes consistent shortlisting slow and vulnerable to bias or missed talent.
Solution
AI-assisted candidate scoring with mandatory qualification checks, structured criteria, and final recruiter review.
ScorecardPrompt libraryRecruiter reviewWithout shared funnel data, it is difficult to tell whether delay comes from sourcing, interviews, approvals, or offers.
Solution
A recruitment analytics dashboard tracking time-to-screen, funnel conversion, interview turnaround, source quality, and offer acceptance.
TableauGoogle SheetsSLAsSlow feedback and inconsistent communication increase candidate drop-off and weaken employer trust.
Solution
A candidate journey framework with clear handoffs, interview scorecards, feedback tracking, and timely communication templates.
Journey mapTemplatesFeedback trackerAI recruiting lab
Self-initiated portfolio prototypes informed by my hands-on experience with ChatGPT, Claude, Perplexity, n8n, sourcing, pipeline management, and hiring reporting.
Turns a résumé and job description into a recruiter-ready candidate brief: role fit, evidence, missing requirements, interview focus areas, and a recommendation for human review.
Human-in-the-loopStructured screeningCandidate summariesConverts an intake brief into targeted Boolean and X-Ray search strings, including alternatives for titles, skills, locations, and adjacent companies. The recruiter validates and refines each query.
SourcingTalent mappingLinkedIn RecruiterReviews a draft JD for clarity, must-have versus nice-to-have requirements, jargon, location constraints, and inclusive wording - then produces an editable recruiter version.
Job designCandidate attractionRecruiter controlCreates structured, role-specific interview questions and a scorecard mapped to core competencies. It helps interviewers prepare; it does not make hiring decisions.
Structured interviewsScorecardsFair evaluationUses an n8n-style workflow to consolidate pipeline activity into a weekly operating update: roles at risk, stalled stages, candidate follow-ups due, and questions for hiring managers.
n8nPipeline healthStakeholder updatesProof of work
This workbook includes sample data only - no real candidate or employer information. It makes the proposed workflows tangible while keeping the final hiring decision with the recruiter and hiring team.
Weighted role-fit criteria and an editable shortlist decision guide.
Sample open-role, time-to-hire, offer, pipeline, and source data.
Role-specific questions, evidence notes, scoring, and total score.
Reusable prompts with recruiter checks and responsible-use safeguards.
Tools
How to use the AI work
Every AI workflow in this portfolio is designed to structure information and reduce repetitive work. It is never used as the final decision-maker or to infer sensitive candidate information.
Professional experience
2025 - 2026 · Closed 45+ engineering, AI/ML, data, cloud, product, content, operations, and SaaS roles across distributed teams. Reduced time-to-hire by 30%, improved offer acceptance from 62% to 82%, and supported 40% year-over-year team scaling.
2024 - 2025 · Led global contributor recruitment, sourced 300-400 candidates daily, supported onboarding and activation, and later closed 6-7 engineering roles per month.
2022 - 2024 · Managed full-cycle technical, leadership, bulk, and contract hiring across the US, UK, Canada, Mexico, and India. Built reporting that helped lower expenses by 31% and increased positions filled by 40% in a year.
2021 - 2022 · Partnered with US hiring managers on technical and business recruitment, talent mapping, Boolean sourcing, and interview coordination that reduced scheduling conflicts by 43%.