- How many projects you handled in the past? Deadlines met? On time/ within budget? Obstacles you had to overcome?
- Do you understand milestones, interdependencies? Resource allocation?
- Do you know what Project Software they use and is there training for it?
- Tell me about yourself. (To avoid rambling or becoming flustered, plan your answer.)
- What are your strengths? (Make an exhaustive list and review it exhaustively before the interview.)
- What are your weaknesses?(What you say here can and will be used against you!)
- How would your current (or last) boss describe you?*
- What were your boss's responsibilities? (Interviewers sometimes ask this question to prevent you from having the chance to claim that you did your boss's job. Be ready for it!)
What's your opinion of them? (Never criticize your past or present boss in an interview. It just makes you look bad!) - How would your co-workers or subordinates describe you professionally?* (Remember, now is not the time for modesty! Brag a little bit.)
- Why do you want to work for us?
- Why do you want to leave your present employer?
- Why should we hire you over the other finalists?
- What qualities or talents would you bring to the job?*
- Tell me about your accomplishments.
- What is your most important contribution to your last (or current) employer?
- How do you perform under deadline pressure? Give me an example.
- How do you react to criticism? (You try to learn from it, of course!)
- Describe a conflict or disagreement at work in which you were involved. How was it esolved?
- What are two of the biggest problems you've encountered at your job and how did you overcome them?
- Think of a major crisis you've faced at work and explain how you handled it.
Give me an example of a risk that you took at your job (past or present) and how it turned out. - What's your managerial style like?
- Have you ever hired employees; and, if so, have they lived up to your expectations?
- What type of performance problems have you encountered in people who report to you, and how did you motivate them to improve?
- Describe a typical day at your present (or last) job.
- What do you see yourself doing five years from now?
Project Manager : Interview Question
Team Leader : Interview Question
1) How do you priorise the work of your office and staff?
2) An executive in the team is absconding for 10 days and did not inform his team leader. He text his leader on 11th day that he is unwell but when TL tried calling him back, he did not respond. After 1 week, he came back to office with a medical certificate. How should the TL handle this situation?
3) What is Label in configuration management? how VSS keep tracks of versions?
Ans 1 ) Labels are used as collection mechanisim for storing file versions. label collections are used as file repositories for software releases or for other activities.
Ans 2 ) Label in configuration management is kind of bookmark on the elements. All current versions of the elements are marked with label which makes it easy to retrieve elements later based on the label. e. g. if you have 10 documents in under source control with each having different versions & you have applies particular changes to them. When you apply label say “L1â€it is applies on latest versions of all 10 documents. Later point of time few or all the element’s version may be incremented & you want to retrieve versions when those last changes were applied. This is possible by retrieving code for label
4) Why is people management attribute very important for a team lead?
Attribute is a point where the management can analyze about us. People management attribute is very much important to balance the relation ship between your superiors and lower laps.
5) How you will resolve if there is problem between your Team member and get work done?
When team members are at odds, I ask them to review what our task is. The answer should be "to achieve our target". I ask them to remember that we are not required to like each other, but we are required to work together with respect and that nothing less will be tolerated. The team members in question are then asked if they can work out their problem by themselves or if they need a third party to intervene. If they feel they need a third party, I ask them who that party should be: me, the department director -- maybe Human Resources. Then I make it clear that the issue is to be resolved today, or at the latest tomorrow, that their dissention is putting the project at risk and that is not acceptable.
At all times, I make every effort to not lay blame on either team member unless the situation is extreme. (If the situation was extreme, there would be little or no discussion -- we would go directly to HR.) Whatever the problem might be, I make it clear that we will work it out and we will work it out now.
6) What are the training methodologies a team leader must take to educate a team?
Training plays an very important role in team success, they basically many training methodologies which can implemented, I have some of them discussed here. 1) If the team leader is well versed with the knowledge then it is better to go for a class training. 2) They are possiblities that some of the associate may not understand the class room training in this cases you can go for one on one training. 3) Other is mentoring were you can sit beside the employee and explain everything. 4) The major difference between the mentoring and class room training : in the class the knowledge passed to every one on equal basis keeping that everyone is in same page and each of them is capable of understanding, were as mentaring is after the knowedge is already based then you are particularly training in specific knowledge.
7) What steps must a team lead take to focus the skills of team members to higher authorities?
One of the good quality of a leader is to search the leadership qualities in his team, if he find the qualities in one of the team member then it should not be kept within himself but to exposed to other higher authorities, some of the points which he needs to taken care while explaning the qualitites to authorities. The team lead should test the memeber in all situation, all the recognization should be on paper and if the authority ask to prove his talent or give the scenario were he has explicit himself on document, that is the reason that documents are very important.
8) As a team lead how do you pacify an angry client?
There are two rules to follow when dealing with a client:
1st : Client is always Right
2nd: Even if the client is Wrong, Refer to rule no 1.
Since the client is angry, as a lead accept the mistake (blame) whatever the client has to say. If you start with this... the client is bound to get relaxed after 5/10 minutes of shouting... Then try to explain the game plan to follow from NOW (Please prepare for this as a lead you should be ready for this anytime).
9) What are the attributes a team leader must look for while selecting members for their team?
1. Zeal to learn. As the technologies are changing everyday, a person who has a zeal to learn new things, will learn it fast
2. Good team player. Person should not have an attitude of his/her knowledge
3. Flexibility
4. Sincerity
5. Honesty
10) If conflict arrises between two people how will solve that. If one person is overlooking into others job how to deal with such type of people?
11) Explain how you estimate your project / task end dates and then monitor them to ensure that dead lines are met.
12) How will the deliverables be measured in terms of time to be spent ?
13) What are the communication methods you followed within team and to client ?
14) Explain a scenario where you go in Win-Win situation or tell scenario where you provide a solution by which client and your team was Happy?
15) As a team lead how do you enforce priority on a group member when he feels that the other thing is more important than the first ?
16) As a Team Lead how do you deal with the toughest group and get their cooperation?
17) How can a team lead keep the team organized to meet deadlines or goals?
Team members have to be provided access to the bigger picture. This not only assists them in attaining their goals but is also a moral booster when they realize the overall impact of their contribution.- Periodic feedback to members allows them to gauge their progress and mitigate any issues before they go out of control- Nip it in the bud: conflict resolution skills are vital. Organize the team to ensure that sub-teams members respect each other i.e do not have personality conflicts
18) How does a team lead identify performance problems and solve the same among their team members?
Assuming "performance problems" refers to individual job performance problems ...A successful team lead will have laid out clearly defined objectives for each member of his team and therefore held accountable for reaching those individual goals. Team leads should periodically review the level of effort put forth by each team member. This makes it easier to identify and efficiently rectify performance problems. Periodic feedback to members is crucial in ensuring that any concerns are promptly resolved.
19 ) What size team have you led and how did you measure your success as a team leader?
I have led a team of X "engineers and technicians". I measure my success as a team lead by the degree to which the project goals were achieved within a set of project constraints.
20) How important is leadership and communication skill plays part in a team leader role?
A team lead role can be defined as follows...A person with good communication and interpersonal skills. The main responsibility of a team lead is to co-ordinate the team members during the life cycle of various projects. Communication skill is important because a team can consists of a number of individuals with various ideas and skills. In order to drive them to a common goal, the leader should be able to communicate with the team as well the higher management.
A good team lead is naturally a good communicator and a good communicator can be a good team lead. If he is not able to communicate the achievements of his teams to the management, then the team starts disintegrate. At the same time, if he fails to communicate the management visions to his subordinates, there could be problems due to unawareness. He should effectively communicate to stake holders and mangers about the possible problems which can be or faced by the team such as work-load etc. So effective communication skills makes him a good negotiator as well and hence he would be able to get the trust of the team members
21) What are the attributes that make a good team leader?
A good team leader has to have
1. Good knowledge of the project (s) he is leading
2. Genuinely interested in the success of project AND individuals.
3. Helping and problem solving team members
4. Open to suggestions from team members
5. Has to be responsible for whatever decision a team member has taken
6. Not afraid of failure
7. Nice to have: technically sound so as to replace any of the team member
A good team should be a good motivator. I know many teams disintegrate due to lack of motivation. Even though a team member gets a lower pay compared to his colleagues, if you can motivate him, then you can expect lot more than you expect.
Personally I am big fan of motivation. You can do this by showing appreciation on what he/she doing. If you think your team or a team member did a wonderful job, then send the appreciation letters to managers cooping them.
Then another attribute I would like to add is the courage. You should be able to stand up for your team. If your team has taken an initiative on which you yourself is not sure of the success, then you are taking the risk and you should be able to justify why you are taking this risk. In this scenario, if the team feels insecure, then they wont be able to deliver a quality product.
21) What steps must a team leader take to motivate the team?
These are the few steps you should take to motivate the team
1) Don't even think of selling the credit of a team member on your name. Give the credit to individual in team and encourage him/her for the same verbally. 2) In case of some bad reputation comes to your team, try to shield the team members from losing their morals, but do not forget to take or suggest preventive steps to let happen same thing again. 3) Start work by self on some of the tasks which are boring though required (like documentation) before asking team members to do the work. There are lot many tips like this one, but these few will help get hold of the team.
22) What is Self-managed team leadership?
Self-managed team leadership is different from traditional leadership and provides an alternative to traditional leader’s role. Self-managed team leaders lead without positional authority. Self-managed team leadership is moving inside one’s subordinate work group to lead. Self-managed team leadership defines a different role for the leader. The leader is not responsible for making decisions, developing action plans or giving orders. In these situations, the team is given the responsibility, authority and accountability for managing a defined area of responsibility. When the work group is given control over one or more defined areas of team responsibility, it is the leader’s role to use self-managed leadership skills and systematic processes to help the team to operate effectively and efficiently.
23) How must the team leader play the role of learner to benefit a team?
A good learner only could be a good leader. The team leader must attend induction training, seminars arranged by companies in various skills to keep them updated with the current technology. They must learn and induct it their team members which proves them to be a good team leader.
24) What are the Leadership Styles a good team leader must follow?
There is no direct answer to this question.
If you think of it then it is a flamboyant style that usually would distinguish a leader from the team. However, at the same time flamboyance has to be complemented with actual knowledge of the technology/issues being addressed by the solution.
A few qualities that can make a good team lead:
1) Due diligence - A cliched term, but makes a lot of sense when one is leading a team of highly qualified technologists. Delving into the details of what each team member is involved in helps in constant monitoring of activities. It is a merry go round but is useful.
2) Reach the next level - communicate what the team is upto and what the achievements of the team have been to the next higher level. Gives visibility to the team as well as the lead
3) Personal outreach - common human beings (which means everyone except superman-m.h.r.i.p and Paris Hilton) are surrounded by pressures which can restrict thought flow at critical junctures. A good team lead can provide a reassuring pat on the back to team members who are under pressure. To do this you have to be able to identify with the team member and be able to give thoughtful advice (DO NOT discuss such issues with anyone - breaks the trust bond).
4) Encourage independent thinking - Reduces a lot of design and implementation problems.
5) Take the team out for a team-building session once in a while. Make sure the team gets "face time" with higher management. Invite higher management of course.
25) How should a team lead handle a team member who always gives defensive response?
26) What are the approaches or methods by which guidance to team members is given by team
27) How should a team lead play as a good team player?
28) How is the effectiveness of a team measured by team lead?
It can be measure by statistics and graphs, what and how team have performed.
Leader effectiveness can be measure by getting the maximum potential from its team,
motivate them and bring out regular improve output.
Make them work freely, create their own ideas, check them if they forget the objective and goals.
Note: A check can be made by high attrition. If its high, there is not satisfaction or employees are under pressure.
29) What are the important responsibilities of Team Leaders?
30) . What are the weakest qualities or attributes a team leader should avoid definitely?
31) What are vital Contingency plans a team lead must take care?
32) What are the Core skills needed for Team Lead?
Task (or Project) Management Skills (scheduling and budgeting resources)
Personnel Management Skills (delegating, dispute resolution, personality conflict resolution)
Mentoring Skills
Communication Skills (downstream and upstream)
2) An executive in the team is absconding for 10 days and did not inform his team leader. He text his leader on 11th day that he is unwell but when TL tried calling him back, he did not respond. After 1 week, he came back to office with a medical certificate. How should the TL handle this situation?
3) What is Label in configuration management? how VSS keep tracks of versions?
Ans 1 ) Labels are used as collection mechanisim for storing file versions. label collections are used as file repositories for software releases or for other activities.
Ans 2 ) Label in configuration management is kind of bookmark on the elements. All current versions of the elements are marked with label which makes it easy to retrieve elements later based on the label. e. g. if you have 10 documents in under source control with each having different versions & you have applies particular changes to them. When you apply label say “L1â€it is applies on latest versions of all 10 documents. Later point of time few or all the element’s version may be incremented & you want to retrieve versions when those last changes were applied. This is possible by retrieving code for label
4) Why is people management attribute very important for a team lead?
Attribute is a point where the management can analyze about us. People management attribute is very much important to balance the relation ship between your superiors and lower laps.
5) How you will resolve if there is problem between your Team member and get work done?
When team members are at odds, I ask them to review what our task is. The answer should be "to achieve our target". I ask them to remember that we are not required to like each other, but we are required to work together with respect and that nothing less will be tolerated. The team members in question are then asked if they can work out their problem by themselves or if they need a third party to intervene. If they feel they need a third party, I ask them who that party should be: me, the department director -- maybe Human Resources. Then I make it clear that the issue is to be resolved today, or at the latest tomorrow, that their dissention is putting the project at risk and that is not acceptable.
At all times, I make every effort to not lay blame on either team member unless the situation is extreme. (If the situation was extreme, there would be little or no discussion -- we would go directly to HR.) Whatever the problem might be, I make it clear that we will work it out and we will work it out now.
6) What are the training methodologies a team leader must take to educate a team?
Training plays an very important role in team success, they basically many training methodologies which can implemented, I have some of them discussed here. 1) If the team leader is well versed with the knowledge then it is better to go for a class training. 2) They are possiblities that some of the associate may not understand the class room training in this cases you can go for one on one training. 3) Other is mentoring were you can sit beside the employee and explain everything. 4) The major difference between the mentoring and class room training : in the class the knowledge passed to every one on equal basis keeping that everyone is in same page and each of them is capable of understanding, were as mentaring is after the knowedge is already based then you are particularly training in specific knowledge.
7) What steps must a team lead take to focus the skills of team members to higher authorities?
One of the good quality of a leader is to search the leadership qualities in his team, if he find the qualities in one of the team member then it should not be kept within himself but to exposed to other higher authorities, some of the points which he needs to taken care while explaning the qualitites to authorities. The team lead should test the memeber in all situation, all the recognization should be on paper and if the authority ask to prove his talent or give the scenario were he has explicit himself on document, that is the reason that documents are very important.
8) As a team lead how do you pacify an angry client?
There are two rules to follow when dealing with a client:
1st : Client is always Right
2nd: Even if the client is Wrong, Refer to rule no 1.
Since the client is angry, as a lead accept the mistake (blame) whatever the client has to say. If you start with this... the client is bound to get relaxed after 5/10 minutes of shouting... Then try to explain the game plan to follow from NOW (Please prepare for this as a lead you should be ready for this anytime).
9) What are the attributes a team leader must look for while selecting members for their team?
1. Zeal to learn. As the technologies are changing everyday, a person who has a zeal to learn new things, will learn it fast
2. Good team player. Person should not have an attitude of his/her knowledge
3. Flexibility
4. Sincerity
5. Honesty
10) If conflict arrises between two people how will solve that. If one person is overlooking into others job how to deal with such type of people?
11) Explain how you estimate your project / task end dates and then monitor them to ensure that dead lines are met.
12) How will the deliverables be measured in terms of time to be spent ?
13) What are the communication methods you followed within team and to client ?
14) Explain a scenario where you go in Win-Win situation or tell scenario where you provide a solution by which client and your team was Happy?
15) As a team lead how do you enforce priority on a group member when he feels that the other thing is more important than the first ?
16) As a Team Lead how do you deal with the toughest group and get their cooperation?
17) How can a team lead keep the team organized to meet deadlines or goals?
Team members have to be provided access to the bigger picture. This not only assists them in attaining their goals but is also a moral booster when they realize the overall impact of their contribution.- Periodic feedback to members allows them to gauge their progress and mitigate any issues before they go out of control- Nip it in the bud: conflict resolution skills are vital. Organize the team to ensure that sub-teams members respect each other i.e do not have personality conflicts
18) How does a team lead identify performance problems and solve the same among their team members?
Assuming "performance problems" refers to individual job performance problems ...A successful team lead will have laid out clearly defined objectives for each member of his team and therefore held accountable for reaching those individual goals. Team leads should periodically review the level of effort put forth by each team member. This makes it easier to identify and efficiently rectify performance problems. Periodic feedback to members is crucial in ensuring that any concerns are promptly resolved.
19 ) What size team have you led and how did you measure your success as a team leader?
I have led a team of X "engineers and technicians". I measure my success as a team lead by the degree to which the project goals were achieved within a set of project constraints.
20) How important is leadership and communication skill plays part in a team leader role?
A team lead role can be defined as follows...A person with good communication and interpersonal skills. The main responsibility of a team lead is to co-ordinate the team members during the life cycle of various projects. Communication skill is important because a team can consists of a number of individuals with various ideas and skills. In order to drive them to a common goal, the leader should be able to communicate with the team as well the higher management.
A good team lead is naturally a good communicator and a good communicator can be a good team lead. If he is not able to communicate the achievements of his teams to the management, then the team starts disintegrate. At the same time, if he fails to communicate the management visions to his subordinates, there could be problems due to unawareness. He should effectively communicate to stake holders and mangers about the possible problems which can be or faced by the team such as work-load etc. So effective communication skills makes him a good negotiator as well and hence he would be able to get the trust of the team members
21) What are the attributes that make a good team leader?
A good team leader has to have
1. Good knowledge of the project (s) he is leading
2. Genuinely interested in the success of project AND individuals.
3. Helping and problem solving team members
4. Open to suggestions from team members
5. Has to be responsible for whatever decision a team member has taken
6. Not afraid of failure
7. Nice to have: technically sound so as to replace any of the team member
A good team should be a good motivator. I know many teams disintegrate due to lack of motivation. Even though a team member gets a lower pay compared to his colleagues, if you can motivate him, then you can expect lot more than you expect.
Personally I am big fan of motivation. You can do this by showing appreciation on what he/she doing. If you think your team or a team member did a wonderful job, then send the appreciation letters to managers cooping them.
Then another attribute I would like to add is the courage. You should be able to stand up for your team. If your team has taken an initiative on which you yourself is not sure of the success, then you are taking the risk and you should be able to justify why you are taking this risk. In this scenario, if the team feels insecure, then they wont be able to deliver a quality product.
21) What steps must a team leader take to motivate the team?
These are the few steps you should take to motivate the team
1) Don't even think of selling the credit of a team member on your name. Give the credit to individual in team and encourage him/her for the same verbally. 2) In case of some bad reputation comes to your team, try to shield the team members from losing their morals, but do not forget to take or suggest preventive steps to let happen same thing again. 3) Start work by self on some of the tasks which are boring though required (like documentation) before asking team members to do the work. There are lot many tips like this one, but these few will help get hold of the team.
22) What is Self-managed team leadership?
Self-managed team leadership is different from traditional leadership and provides an alternative to traditional leader’s role. Self-managed team leaders lead without positional authority. Self-managed team leadership is moving inside one’s subordinate work group to lead. Self-managed team leadership defines a different role for the leader. The leader is not responsible for making decisions, developing action plans or giving orders. In these situations, the team is given the responsibility, authority and accountability for managing a defined area of responsibility. When the work group is given control over one or more defined areas of team responsibility, it is the leader’s role to use self-managed leadership skills and systematic processes to help the team to operate effectively and efficiently.
23) How must the team leader play the role of learner to benefit a team?
A good learner only could be a good leader. The team leader must attend induction training, seminars arranged by companies in various skills to keep them updated with the current technology. They must learn and induct it their team members which proves them to be a good team leader.
24) What are the Leadership Styles a good team leader must follow?
There is no direct answer to this question.
If you think of it then it is a flamboyant style that usually would distinguish a leader from the team. However, at the same time flamboyance has to be complemented with actual knowledge of the technology/issues being addressed by the solution.
A few qualities that can make a good team lead:
1) Due diligence - A cliched term, but makes a lot of sense when one is leading a team of highly qualified technologists. Delving into the details of what each team member is involved in helps in constant monitoring of activities. It is a merry go round but is useful.
2) Reach the next level - communicate what the team is upto and what the achievements of the team have been to the next higher level. Gives visibility to the team as well as the lead
3) Personal outreach - common human beings (which means everyone except superman-m.h.r.i.p and Paris Hilton) are surrounded by pressures which can restrict thought flow at critical junctures. A good team lead can provide a reassuring pat on the back to team members who are under pressure. To do this you have to be able to identify with the team member and be able to give thoughtful advice (DO NOT discuss such issues with anyone - breaks the trust bond).
4) Encourage independent thinking - Reduces a lot of design and implementation problems.
5) Take the team out for a team-building session once in a while. Make sure the team gets "face time" with higher management. Invite higher management of course.
25) How should a team lead handle a team member who always gives defensive response?
26) What are the approaches or methods by which guidance to team members is given by team
27) How should a team lead play as a good team player?
28) How is the effectiveness of a team measured by team lead?
It can be measure by statistics and graphs, what and how team have performed.
Leader effectiveness can be measure by getting the maximum potential from its team,
motivate them and bring out regular improve output.
Make them work freely, create their own ideas, check them if they forget the objective and goals.
Note: A check can be made by high attrition. If its high, there is not satisfaction or employees are under pressure.
29) What are the important responsibilities of Team Leaders?
30) . What are the weakest qualities or attributes a team leader should avoid definitely?
31) What are vital Contingency plans a team lead must take care?
32) What are the Core skills needed for Team Lead?
Task (or Project) Management Skills (scheduling and budgeting resources)
Personnel Management Skills (delegating, dispute resolution, personality conflict resolution)
Mentoring Skills
Communication Skills (downstream and upstream)
Business Development Manager (Utilities vertical) with Tier 1 IT / B
Position: Business Development Manager (Utilities vertical) with
Tier 1 IT / BPO company
Location: US
Joining: Immediate
Positions: 1
Compensation: Best in the Industry
Contact: jobs@avanceunlimited.com
EARN Commission:
The Organization
Our client is a NASDAQ listed Tier 1 IT / ITeS company in the world.
The company is one of the pioneers of outsourcing industry. The
company is one of the most respected organizations in india. The BPO
part of organization is more than 15,000 people globally and growing
at a fast pace.
Role:
The successful candidate will be part of the Global Sales team and
will be responsible for Resource, Energy and utilities in US
The successful candidate will be required to
- Acquire new clients
- Manage existing accounts to maximize revenue by pitching right
capabilities service offerings
The candidate will be required to build up a target list of
customers. Thereafter, he will be required to source the business
through cold calling, attending industry seminars, networking with
prospective clients.
KEY RESPONSIBILITIES:
• To generate revenues in the given area through proactive
sales efforts to acquire new clients
• To collaborate with other functions and managers in
providing integrated sales solutions to customers
• To contribute to the building of sales processes including
database of clients and sales related processes
• To represent the company at appropriate social and business
forum so as to contribute to the brand of the company
Requirement
• Minimum of 8 to 10 years experience in sales
• Experience of leading the sales initiative, generating
revenue
• Experience in account and client management in energy and
utilities domain
• Experience of closing large BPO or IT outsourcing deals
• MBA from a premier institute
Tier 1 IT / BPO company
Location: US
Joining: Immediate
Positions: 1
Compensation: Best in the Industry
Contact: jobs@avanceunlimited.com
EARN Commission:
The Organization
Our client is a NASDAQ listed Tier 1 IT / ITeS company in the world.
The company is one of the pioneers of outsourcing industry. The
company is one of the most respected organizations in india. The BPO
part of organization is more than 15,000 people globally and growing
at a fast pace.
Role:
The successful candidate will be part of the Global Sales team and
will be responsible for Resource, Energy and utilities in US
The successful candidate will be required to
- Acquire new clients
- Manage existing accounts to maximize revenue by pitching right
capabilities service offerings
The candidate will be required to build up a target list of
customers. Thereafter, he will be required to source the business
through cold calling, attending industry seminars, networking with
prospective clients.
KEY RESPONSIBILITIES:
• To generate revenues in the given area through proactive
sales efforts to acquire new clients
• To collaborate with other functions and managers in
providing integrated sales solutions to customers
• To contribute to the building of sales processes including
database of clients and sales related processes
• To represent the company at appropriate social and business
forum so as to contribute to the brand of the company
Requirement
• Minimum of 8 to 10 years experience in sales
• Experience of leading the sales initiative, generating
revenue
• Experience in account and client management in energy and
utilities domain
• Experience of closing large BPO or IT outsourcing deals
• MBA from a premier institute
Position: Center Head Delivery (Procurement) for Tier 1 BPO Company
Position: Center Head Delivery (Procurement) for Tier 1 BPO Company
Location: 1 year in Lodz, Poland
Joining: Immediate
Positions: 1
Compensation: Best in the Industry
Contact: jobs@avanceunlimite d.com
The Organization
Our client is a NASDAQ listed Tier 1 IT / ITeS company in the world.
The company is one of the pioneers of outsourcing industry. The
company is one of the most respected organizations in India. The BPO
part of organization is more than 15,000 people globally and growing
at a fast pace.
Role:
The person will be primarily responsible for ensuring smooth and
profitable execution of the work for Procurement vertical. The role
is to a large extent accountable for running operations but also is
expected to contribute to the strategy and planning to deliver
operational excellence.
The Centre Head will be responsible for managing the team,
operations, delivery planning, man-power planning, interaction with
clients and global teams.
Requirement
• Must understand domain in the context of outsourcing and
potentially have connects in the industry
• Excellent peoples person
• Good understanding of cross boarder practices and cultures
• Client facing abilities
• Basic understanding of procurement domain is a must
• MBA from a premier institute
Location: 1 year in Lodz, Poland
Joining: Immediate
Positions: 1
Compensation: Best in the Industry
Contact: jobs@avanceunlimite d.com
The Organization
Our client is a NASDAQ listed Tier 1 IT / ITeS company in the world.
The company is one of the pioneers of outsourcing industry. The
company is one of the most respected organizations in India. The BPO
part of organization is more than 15,000 people globally and growing
at a fast pace.
Role:
The person will be primarily responsible for ensuring smooth and
profitable execution of the work for Procurement vertical. The role
is to a large extent accountable for running operations but also is
expected to contribute to the strategy and planning to deliver
operational excellence.
The Centre Head will be responsible for managing the team,
operations, delivery planning, man-power planning, interaction with
clients and global teams.
Requirement
• Must understand domain in the context of outsourcing and
potentially have connects in the industry
• Excellent peoples person
• Good understanding of cross boarder practices and cultures
• Client facing abilities
• Basic understanding of procurement domain is a must
• MBA from a premier institute
Peoplesoft - Senior / Mid-Level Consultants - Urgent - Call 09849439645
Hi
Our clients are on the lookout for Senior / Mid-Level Peoplesoft consultants in HRMS, Financials etc. Consultants with 3+ implementations to their credit pls send profile to shan_n@yahoo.com or call me on 09849439645 for details.
Regards
Our clients are on the lookout for Senior / Mid-Level Peoplesoft consultants in HRMS, Financials etc. Consultants with 3+ implementations to their credit pls send profile to shan_n@yahoo.com or call me on 09849439645 for details.
Regards
Excellent opprtunity for SAP MM Consultants with oil experience in Malaysia/Sing
I-Soft Solutions is a global provider of IT services and end-to-end
solutions designed to help clients improve their competitiveness and
efficiency. I-Soft Global Consulting Services has operations in
countries across globe in UK , Malaysia , India , Philippines and
Singapore . Our portfolio of solutions and services includes
outsourcing, system integration, Application Software development, IT
consulting and Technology Training.
We have multiple excellent opening for SAP MM Consultants with oil
experience
Location :- Singapore
Please rush your profiles to isoftsolutions@yahoo.com mention
with your current and expected salaries and earliest availability
and we ll be contacting you at the earliest .
Please do refer your friends in case you find this opening is not
matching your profile.
Adithya
+60 17 2369345
HR Team
I-Soft Global ( Asia )
solutions designed to help clients improve their competitiveness and
efficiency. I-Soft Global Consulting Services has operations in
countries across globe in UK , Malaysia , India , Philippines and
Singapore . Our portfolio of solutions and services includes
outsourcing, system integration, Application Software development, IT
consulting and Technology Training.
We have multiple excellent opening for SAP MM Consultants with oil
experience
Location :- Singapore
Please rush your profiles to isoftsolutions@yahoo.com mention
with your current and expected salaries and earliest availability
and we ll be contacting you at the earliest .
Please do refer your friends in case you find this opening is not
matching your profile.
Adithya
+60 17 2369345
HR Team
I-Soft Global ( Asia )
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