Head HR-менеджер

Leading a team of 2 recruiters, hiring for business and software development domains in SEA region. Partnered with C-levels to create a hiring playbook, migrated to ATS, established hiring performance metrics

AI-based digital product for personal development and well-being • Built the entire HR function from scratch in a pre-MVP startup, establishing all core people processes. • Designed and implemented an end-to-end hiring framework, including ATS setup, structured interviews, and role evaluation standards; Recruited core leadership team (Product Lead, CTO, Back-end, product designers). • Introduced performance review and feedback mechanisms tailored to a team of 10, improving alignment and accountability. • Managed payroll, and secure document storage across multiple jurisdictions (Portugal, Spain, Argentina). • Acted as sole HR partner to founders, advising on talent strategy, workforce planning, and people operations.

End-to-end recruitment management for business scaling (CEO-1/2 roles for EMEA, MENA regions). Business and IT domains. 8-12 roles at a time, 100% hire plan fulfilment for 2024. • Served as a strategic Recruitment Partner for 10 senior managers and directors, advising on hiring strategy, workforce planning, and talent management. • Partnered with departments heads and C-level leaders on workforce planning, hiring prioritization, role definition • Managed a cross-functional team of 3 (sourcers, recruiters) on hiring strategy, prioritization and performance. Achievements: • Reduced the time to hire for critical roles from 65 days to 45 days, accelerating new business and product launches by approximately 1.5x. Offer acceptance rate increased. • Achieved annual savings of 10k eur in recruitment costs for the region by optimizing budgeting for HR systems, LinkedIn, and job boards. • Collaborated with C&B team on identifying and addressing issues to recommend actions for the C&B team aimed at improving pay equity and competitiveness. That enabled the hiring of 5 critical roles (CEO-2 level), resulting in savings of 50k eur/monthly. • Participated in performance reviews for team members under my matrix supervision (3 sourcers), helping them define clear goals, develop actionable work plans, and track progress. • Designed and delivered competency-based interview training for new and recently promoted managers, reducing manager onboarding time from 45 to 30 days and improving candidate evaluation consistency. • Co-created a Work-Life Balance Playbook in a cross-functional team of 3, resulting in a +12% improvement in eNPS (2024 vs 2023) by reinforcing healthy work culture, boundary-setting, and team rituals that support employee wellbeing.

Europe’s #2 digital bank for SME, $100M revenue, 5 countries Achievements: • Built out a recruitment onboarding and training program. Onboarding time decreased to 45 days vs 90 days. • Developed and implemented structured offboarding programs, improving exit experience and feedback collection • Saved budget of 25k eur for ATS implementation (due to negotiations with supplier) • 2 FTEs (CEO-1) hired within 32 business days • Decreased time to hire from 90 business days to 25-30 business days for critical business roles (strategy, business analytics, compliance, legal, sales) • Set up the recruitment flow (fixed breakdowns within ATS, set up an approval process (Jira) • Elaborated time to fill metrics to actually monitor recruitment effectiveness.

• Acted as HR BP for the international team during the Asian market launch, aligning people strategy with the new CEO’s vision, mission, and values. • Supported Hay Group grading system rollout across 8 countries; led adaptation and embedding of new company values into daily operations. • Optimized recruitment for CEO-2 roles by introducing a competency-based interview system and manager training, cutting time-to-fill from 70 to 32 business days. • Delivered a managerial skills program (16 sessions), raising satisfaction scores to 92% (from 74%) in 6 months.

• Built and scaled the business team from 6 to 110 FTEs in 6 months across Russia & EMEA (CEO-2/3/4 roles in operations, strategy, product), achieving cNPS >60% and OAR >80% in the first year. Reduced time-to-hire for critical roles from 78 to 35 business days; Managed a team of 2 talent sourcers.

Recruited 120 FTE for B2G department within 2 years 10-12 roles simultaneously created a hiring playbook to manage the hiring process and increase the application to interview to offer ratio from 1:7 to 1:3 reported to CEO-2 (VP of a Department)