ANNA ZAVADSKAYA

• Lead the recruitment team (2-4 people) - thanks to my management, each recruiter performs KPI 6-8 hires per quarter (mid/sen lvl).
• Directions: QA/AQA, Java, PM, Embedded.
• Hired, trained and adapted 4 recruiters to my team, bringing them to the required efficiency within 1 month.
• Created the process of adaptation of a new recruiter, this allowed to reduce the adaptation from 1.5 months to 3-4 weeks, and cut the mentor's efforts in half.
• Conducted training (DISC typology) for the Recruitment Department, which improved the quality of interviewing and feedback for hiring managers.
• Built partnerships with internal stakeholders (analytics, reports), which promotes quality recruitment and adaptation of newcomers.

• Cross-functional projects:
  + described the recruitment processes in Confluence, which accelerated the adaptation of new recruiters by 2 times.
  + automated the distribution of access to new recruiters, reducing onboarding time by 10%.
  + updated the dashboard of the career site, which facilitated and expedited the process of publishing vacancies.
  + created a database of current company projects, which accelerated the process of adaptation of new recruiters.
  + represented the company at more than 10 open events for potential candidates in Klika Tech Open Days, increasing brand awareness in the market.
  + conducted 2 trainings for the recruitment team (DISC, sourcing), which improved the quality of closing vacancies.
  + streamlined the department’s internal documentation, making it easier to work with documents.

• End-to-end recruiting: Directions - QA, Java, DevOps, Embedded, PM, etc; Markets - Poland, Belarus, Georgia, Colombia.
• Sourcing channels - LinkedIn, Habr, Github, job boards, networking, employee referrals.
• KPI - 22 employees middle-senior lvl a year.
• Hired 21 senior/middle level professionals in 2021.
• Adaptation (adapted 21 newcomers).
• First year attrition - 28% (terminated 6: 100% 21'6).
• Trained two junior-level recruiters from scratch, bringing them to the required efficiency within 2 months.
• Built win-win communication with the managers, including influencing management decision-making.

• Hunted specific specialists and managers in the markets of Belarus, Uzbekistan
• During the period May-November 2020, 12 specialists were hired
• Trained the HR team (DISC typology), which improved the quality of candidate selection and providing feedbacks to hiring managers
• Trained 3 new recruiters from scratch, raising their knowledge and skills to the level of middle in 4 months
• Improved the adaptation process by developing a welcome box for new employees
• Created an adaptation program for newcomers, that helped to adapt newcomers more effectively
• Improved the exit interview process by introducing results of reports for managers, which allowed managers to see better what could be improved in the department
• Also expanded the list of topics to be discussed at the exit interview, which improved the quality of the employee's feedback and improved the brand of the employer.

Recruitment Agency

• Hired line managers, narrow specialists of different profiles, including IT
• KPI - 3 hiring per month
• Market - Belarus, Russia
• Adaptation of the candidates in the company
• Published the article «How to find work in the pre-retirement age»