Senior IT Recruiter

Мои компетенции и опыт

HR, Tradetech company, Dubai

2023-now

Hiring and Recruitment: 

• Establishing the IT Recruitment department (2 people): recruitment, adaptation, process development, leadership, providing business reporting.

• Hiring staff from COO to support Manager. 

• Closing positions within 1-2 weeks. 

• Optimizing and automating recruiting processes. 

• Assisting hiring managers in preparing for recruitment, identifying needs, conducting interviews, and onboarding processes. 

• Creating offers and publishing vacancies in the corporate style in collaboration with the marketing department. 

HR , software company 

Saint Petersburg Jan 2019 — Jun 2023 

The company develops and integrates engineering software, similar to Autodesk. The company has a staff of around нужен доступ к резюме employees. My main responsibilities include recruiting IT specialists at the Junior, Middle, Senior, Lead, and CTO levels. I manage vacancies for 5 main development centers and assist regional offces as needed. 

Successfully flled positions recently: 

• Senior, Middle Fullstack Developers (web version of the product: C#/Angular, нужен доступ к резюме Core, TypeScript) 

• Senior, Middle Backend Developers (desktop version of the product: C#, .NET Core/5/6, ASP NET Core, SQLServer) • Tech Leads for Cross-Platform App Development Team 

• Senior, Middle C++ Developers (C++ 17-20, Qt, Boost) 

• CTO for web app group • Virtualization systems engineers (based on VMware) 

• Senior, Middle DevOps Engineers (bash/python, ansible) 

• Senior, Middle Product Managers 

• Project Managers Other integration vacancies include sales and pre-sales managers, helpdesk engineers, implementation engineers, administrative personnel, and others. I am capable of managing up to 20 job vacancies simultaneously. 

A C H I E V E M E N T S 

• Conducted a review of the team's work, completely rebuilt the development team, and launched a product that had not been released into production for 1.5 years within 6 months after a complete overhaul of the team, processes, and management approaches. 

• Optimized the costs of the compensation fund by 50%. 

• Closed over 300 positions. 

• Achieved a 5-10% increase in employee productivity, reduced staff turnover, thereby reducing replacement costs ranging from 50 to 150% of the total labor cost.

• More precise budgeting for payroll expenses has been achieved.

• An EVP (Employer Value Proposition) was established, portraying the company as an appealing workplace, taking into consideration aspects of corporate culture, professional growth opportunities, benefts, and working conditions.

• An individual development system for employees was developed and implemented alongside a motivation system. Currently, we have a full-scale remote employee evaluation system every six months, incorporating salary increases based on achievements and project contributions.

• The recruitment team underwent training processes. Thanks to their increased domain knowledge and technical profciency, we stand out in the market. Candidates often face diffculties during the HR interaction stage, so we provide comprehensive information and even conduct initial technical assessments using briefs. This emphasizes the high professionalism of our employees and our approach to processes.