Pratiti Technologies
Website:
pratititech.com
Job details:
About Pratiti
Pratiti Technologies is a digital product engineering company that builds software products and platforms for global customers. We're entering an ambitious growth phase that will scale our engineering team several-fold over the coming years — and turning that talent into deployed, billable capacity is a core part of the plan. This role owns the deployment side of that engine.
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The opportunity
We're building an integrated talent engine that unifies Talent Acquisition and Resource Management — one team that forecasts demand, hires the right people, and deploys them onto projects at high utilization. You'll own the Resource Management half of that engine: matching people to project demand, managing the bench, and keeping supply and demand in lockstep with Delivery and our hiring pods. You'll also keep the organization's competency picture current — the skills intelligence that good deployment depends on.
You'll report to the Head of Talent Acquisition & Resource Management and work as the counterpart to the TA leads — where they create supply, you deploy it. This is a build role: you'll set up the allocation model, the operating rhythm, the metrics and the tooling that turn hiring into utilization as we scale.
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What you'll own
• Demand management — capture, validate and prioritize staffing demand from Delivery and sales, and maintain a rolling view of confirmed and pipeline demand.
• Supply visibility — a single source of truth for who is available, their skills, the bench, upcoming roll-offs, and the incoming joinee pipeline from TA.
• Competency-assessment program — program-manage periodic competency assessments across the workforce. The Centers of Excellence (COEs) design the assessment tools; you own the roll-out — driving coverage in the sequence you judge right (seniors first, mid-level next, junior last), tracking completion, and keeping the competency picture current.
• Assessment records — ensure the L1 and L2 interview assessments are captured for every new hire and recorded in the HRMS, building a clean competency baseline from day one.
• Allocation & fulfilment — match the right person to the right role at the right time, and drive down internal time-to-deploy.
• Bench management — track and reduce bench and bench aging; redeploy and upskill available talent in partnership with Delivery and HR.
• Utilization — own and drive billable utilization to target; surface the gaps and close them.
• Supply–demand forecasting — forecast gaps and surpluses ahead of time; send hiring signals to TA and redeployment signals to Delivery.
• The operating rhythm — run the weekly demand–supply review and maintain the shared allocation dashboard as the single operating view.
• Process & tooling — codify the allocation SOP and run the resource-management tooling so deployment is fast, fair and transparent.
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What you'll bring
Essential
• Proven experience in resource management, workforce or staffing management, talent supply chain, or PMO / deployment — ideally in IT services or professional services.
• A strong analytical and data orientation — you manage utilization, bench and forecasts by the numbers and are fluent in spreadsheets and reporting.
• A process mindset — you build and run allocation SOPs and keep a clean, trusted single source of truth.
• Program- and project-management capability — you can run a recurring, cross-functional program (such as a competency-assessment cycle) from plan through to completion.
• Credible stakeholder management — you balance Delivery's urgency, TA's pipeline and Finance's utilization goals, and hold the line fairly.
• Result-orientation and drive — you own utilization and bench targets and relentlessly move them.
• 8+ years of experience, including time in a resource management or deployment role.
Preferred
• Hands-on experience with a resource-management / PSA tool or an ERP staffing module, and with BI dashboards.
• Familiarity with competency frameworks or skills taxonomies, and with keeping workforce data clean in an HRMS.
• Exposure to global delivery or GCC operating models.
• Experience partnering closely with talent acquisition as one integrated talent supply chain.
• Some team leadership — you've led or mentored resource-management analysts or coordinators.
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On background:
Resource management is a distinct discipline from recruitment. We value genuine deployment / allocation experience and the analytical, process and stakeholder skills to run it well at scale.
Why this role:
• Own the deployment engine of a scaling services business — the lever that turns hiring into billable capacity.
• Direct business impact: utilization and bench sit at the heart of margin, and you own them.
• Work at the center of the integrated talent engine, alongside TA and Delivery, with CEO-level sponsorship of the model.
• A build mandate — stand up the resource-management operating model, tooling and rhythm the right way as we grow.
Reports to: Head of Talent Acquisition & Resource Management
Click on Apply to know more.
