Anastasiia Sviatna

- Collaborate team with 2 specialists (Talent Sourcing Specialist, Talent Recruiter);
- Lead daily meetings with team;
- Implement and running 1to1 meetings with team each month with feedback sesion;
- Implement Retrospective and lead this process each month (also for this task I complete 4.5 hours Agile course);
- Implement PDP plan for team;
- Implement SLA for Technical Interviewers;
- Implement SLA for Recruitment department (with KPI);
- Implement Policy & Procedures - Open & Close Vacancy;
- Implement table Pipeline in Google Sheet (we don't have ATS because of management decision);
- Construct and implement Full Offer Procedure from 0 - make full Process in Confluence;
- Implement metrics TT (time to hire), CH (cost per hire), TS (time to staffing),
- Implement sourcing strategies and educate team how to fulfill it;
- Create international hiring table with SE and conditions in different courtiers;
- Making weekly and monthly reports with diagrams and recruitment statistic;
- Designed soft and tech Scorecard - implement it in work;
- Lead lessons for Trainee specialist - how to find 1st job also make presentation by myself;
- Make presentation for Recruitment Brand of the company by myself, сollaborate with Marketing team;
- Documented Stop list of the company, pitch letters for search, elevator letters, intro letters for search, rejects, invites on soft and tech interview.

- Full cycle Recruitment activities;
- Kick-off meetings with Hiring managers;
- Make sourcing strategies and preparation of materials for sourcing;
- Work closely with management, reporting each day/week/month;
- International hiring activities, pipeline management;
- Tested international searching platform for getting relevant candidates;
- Creation of research on SE ranges depends on locations and seniority;
- Offer preparation and approval stages;
- Participate 1to1 meetings, and daily meetings;
- Worked with ATS.

- Provided a Full cycle of Hiring activities (from Kick-off with Hiring managers up to 1st day of work);
- Analyzed the structure of the hiring process (SWOT analysis, Candidate Journey Map, Employee Journey Map);
- Handled International hiring with candidates outside of Ukraine;
- Made recruitment strategy and preparation materials for Recruiting activities;
- Hired on Tech positions and Non-tech 14 people (BA, Back, Front, PM, QA, Sales, Assistant);
- Created the Policies & Procedures of On-Boarding for new employees;
- Maked an education program for Head of HR and Recruiters (presentations: SWOT - how to work with it; Tools for Recruitment; Welcome presentation for employees (1st day); 1st day check list);
- Created new features for the optimization of hiring procedures (new tools, ATS implementation).

(HR & Recruiter tasks)

- Full cycle of the Hiring process (from making a strategy up to providing education "onboarding")
- Create a plan for the Hiring process and On-boarding activities (presentations, scripts, tests);
- Make an analysis of the labor market and create an average salary rate depending on position;
- Provide education and creation of materials for new and current employees;
- Handle event management tasks (corporations, celebrations);
- Hiring 30+ people for back office and external clients (tech and non-tech);
- Elaboration of burnout employees, making 1to1 meetings;
- Motivation for workers, personal plan for each hand (PDP);
- Dealing with conflict as a People Partner, collaborating with all employees and managers;
- Experience 3 months working as Team Leader of Sales Specialists (Juniors & Researchers) + HR & Recruitment functions (while I looked for a Team Lead).

- Provide a Full cycle of Recruitment activities;
- Create vacancies for finding talented people;
- Sourcing on job platforms for talents;
- Build good relationships with job seekers: high-level preparation for soft interviews, fast feedback, and infinity pipeline by keeping good communication with candidates;
- Post job vacancies on Job Boards;
- Complete challenges such as hiring 24 people per 3 months with my team (SDR, Sales, and Marketing specialists);
- Excellent negotiation skills and an empathic understanding of candidates;
- CV screening, phone calls with candidates, meeting in the office
with selling offers about cooperation, online soft calls;
- Grant positivity atmosphere and motivation in groups of workers in the company;
- Pro-active approach in work and getting new skills;
- Experience with hiring IT positions on outstaff and back office (Flutter, Android, Java, JavaScript, Node.js, .Net, QA) and digital (SEO, SMM);
- Experience with hiring non-technical positions (Sales, administration,
accountant, BDR, SDR, Marketing);
- Worked with ATS.