• Developed and implemented OKRs in line with the overall business strategy.
• Mentoring a team of four employees.
• Maintaining a positive work environment and effective problem solving. Personally closed C-Level vacancies: COO, CBDO, CTO (from sourcing to onboarding).
• Implemented team management strategies using Agile methodology.Implementation of Scrum in HR & Recruitment (Empiricism, values and events of Scrum)
• Built the recruitment process through a scientific approach (defining hiring goals, creating a candidate profile, defining a hypothesis that is tested for no more than a week).
• Defined talent attraction benefits: leading the process of attracting, selecting and retaining talent.
• Defined success criteria: overseeing the performance appraisal system, providing feedback and development plans.
• Based on the identified training needs, a career development program was developed for each employee.
• Implemented HR metrics: Use EBM metrics to analyze team effectiveness.

Achievements: The implementation of Agile and Scrum has reduced the timelines and increased the quality of candidates, allowing the company to attract applicants who share the company's values. EOS model (Gino Wickman "Traction") was implemented at the company level. Evaluation of employees with the help of People Analyzer allowed to make sure that each person's role was correct and to make effective personnel changes or replacements.

• Carry out a full recruitment cycle, including creating vacancies, searching for candidates, conducting interviews, evaluating and selecting candidates
• Create a positive candidate experience
• Prepare information and conduct Daily/Weekly/Monthly /Quarterly meetings
• Collaborate with hiring managers on hiring and closing vacancies more efficiently
• Prioritize vacancies for the day for yourself and the team
• Provide support and motivation to the team
• Conduct 1-1 meetings with the team
• Support the professional growth of team members, identify career paths and provide feedback
• Maintain regular reporting on recruiting results
• Analyze candidates' salaries every quarter
• Monitor market trends and identify best practices in recruiting

Achievements: the team always accomplished KPIs, C-Level vacancies were closed within 60 days with a 90-day deadline, each recruiter, including me, closed from 3 to an average of 6 vacancies per month. Talant Pool" system was developed and launched in order to reduce the time of closing vacancies with the help of a hot database of candidates.

• Successfully matched client's requirements with suitable personnel through careful selection process
• Utilized professional forums and specialized sites to source and recruit qualified candidates
• Conducted thorough analysis of applicants' CVs and ensured accuracy of provided information
• Orchestrated and conducted comprehensive interviews and skill assessments for potential candidates
• Facilitated employee replacements as per client's request, ensuring smooth transitions.