Andrea Deniss L.

Manage the end-to-end recruitment process, including job posting, sourcing, interviewing, offer negotiation, and onboarding. • Utilize various channels (LinkedIn, job boards, social media, networking events, etc.) to identify and engage top technical talent for managed teams. • Work closely with account managers and project leads to understand client-specific requirements and ensure candidates match both technical and cultural expectations. • Conduct technical assessments, initial screenings, and in-depth interviews to evaluate candidates' technical skills and team compatibility. • Build and maintain a pipeline of qualified candidates to meet the growing needs of our managed teams and professional services offerings. • Develop and execute recruitment strategies to attract and retain technical talent, staying updated on industry trends and competitor hiring practices. • Track recruitment metrics (e.g., time-to-hire, cost-per-hire) and continuously optimize the recruiting process to improve efficiency and candidate experience.

As a Talent Acquisition Specialist at VEMO, I lead the end-to-end recruitment cycle for a wide variety of corporate and technical roles, supporting the company’s growth across multiple business areas. My scope includes Administration, Marketing, Finance, Human Resources, IT, Accounting, and Operations, ensuring that each hire aligns with VEMO’s culture and long-term objectives. I was the main point of contact and led all IT hiring initiatives in Argentina, owning the strategy and execution for technical recruitment in that market. Key Responsibilities and Achievements: Partner closely with Hiring Managers and business leaders to define hiring needs, advise on market trends, and design effective talent strategies. Lead all IT recruitment efforts in Argentina, acting as the primary Talent Acquisition partner for technical roles and ensuring alignment with regional business objectives. Manage the complete recruitment process, including sourcing, interviews, assessments, reference checks, offer negotiation, and pre-onboarding. Conduct psychometric evaluations and reference validations to support decision-making and ensure high-quality hires. Prepare business cases and reports to support headcount planning and justify new positions. Coordinate the offer stage and manage document collection, IT ticketing, and equipment requests to ensure a seamless onboarding process for new hires. Maintain continuous communication with stakeholders, acting as a liaison between candidates and leadership to guarantee an excellent candidate experience. Contribute to employer branding initiatives and process improvements to optimize recruitment efficiency and reduce time-to-fill.

Startup Talent IQ Partners is a consulting firm specialized in helping startups build their teams from the ground up. The roles are temporary assignments that focus on rapidly scaling teams for U.S.-based startups. I worked remotely with a California-based team, supporting Level Home, a smart home startup and subsidiary of the ASSA ABLOY group. My primary responsibility was to manage full-cycle recruitment for technical and operational positions in the U.S., ensuring a seamless hiring experience for both candidates and stakeholders. Key Responsibilities and Achievements: -Managed end-to-end recruitment for a wide variety of roles: • Core IT roles: Fullstack, Backend, Frontend, Mobile Developers, QA (manual/automation), DevOps, Data Analysts, BI Analysts, Data Scientists, Security Engineers, Infrastructure Engineers. • Hardware-related positions: IoT Developers, Embedded Software Engineers, roles involving Bluetooth, sensors, and connected devices. • Manufacturing roles to support hardware production needs. -Conducted proactive talent sourcing, candidate screening, and interviews exclusively in English. -Coordinated technical assessments and managed interview logistics with Hiring Managers and technical teams. -Organized panel interviews and maintained ongoing follow-up meetings to align progress with client needs. -Mentored a junior recruiter, overseeing their onboarding, task delegation, and progress.

My work combined talent acquisition, HR operations, and compliance to help scale the organization. Key Responsibilities and Achievements: -Designed and executed recruitment strategies for a wide range of roles in IT, Administration, Accounting, Marketing, and Space Planning. -Built recruitment processes and structure to support the growth of Relay’s operations in Mexico. -Managed the full-cycle recruitment process: sourcing, interviewing, assessments, offers, and onboarding. -Conducted proactive talent searches and executive search for hard-to-fill roles. -Led a graduate training program for recent graduates, developing a pipeline of junior accountants and training them in Yardi, a widely used tool in the U.S. real estate sector. -Coordinated technical, psychometric, and English assessments to ensure quality in hiring. -Oversaw onboarding logistics, documentation, and induction processes, ensuring a seamless new-hire experience. Additional HR and Operations Contributions: -Ensured compliance with Mexican labor law (Ley Federal del Trabajo), aligning documentation, contracts, and internal policies with local regulations. -Participated in the design and update of internal policies, codes of conduct, and protocols for workplace harassment and anti-discrimination. -Mediated conflicts, documented incidents, and participated in disciplinary actions and terminations. -Ensured safe and adequate office conditions for the growing team. -Managed and audited employee files and documentation.

I worked as a full-time IT Recruiter, leading end-to-end recruitment processes for multiple accounts, primarily within the banking and financial sectors. My role was focused on strategically sourcing and hiring top IT talent for diverse technical and functional positions. Key Responsibilities and Achievements: -Led the full recruitment lifecycle: requirements gathering, sourcing, interviews, assessments, and offer management. -Partnered closely with Hiring Managers to understand business needs and define accurate role profiles. -Proactively sourced and hunted IT professionals using innovative strategies to build strong talent pipelines. -Drafted and published job descriptions, ensuring effective outreach and visibility in competitive markets. -Conducted technical and cultural fit interviews, as well as English assessments for roles requiring advanced language skills. -Administered psychometric evaluations and presented insights to support hiring decisions. -Monitored recruitment KPIs, continuously improving processes and time-to-hire. -Supported a specialized project for SAP consultant roles (modules FI, Basis, ABAP, MM, SD, SuccessFactors). -Participated in a graduate internship program for administrative positions based in Guadalajara, coordinating selection and onboarding processes. -Recruited a wide range of IT profiles, including: • Fullstack, Backend and Frontend Developers • Mobile Developers (iOS and Android) • QA Engineers (manual and automation) • Data specialists: Data Analysts, BI Analysts, Data Scientists, Database Developers • Help Desk and Technical Support roles • Security Engineers, DevOps Engineers, Cloud, Network and Infrastructure Engineers • Project Managers, Business Analysts, Scrum Masters and other common IT roles

I joined Manpower on a full-time basis under a six-month temporary contract to support recruitment processes for the HSBC account. While the team handled a wide range of administrative positions, I focused primarily on IT talent acquisition due to my previous experience in this area. Although there was an opportunity to extend the contract, I chose not to continue as the position transitioned to a hybrid modality with an office location that was not compatible with my university schedule. Key Responsibilities and Achievements: -Led full-cycle recruitment processes, including requirements gathering, sourcing, interviews, assessments, and candidate placement. -Conducted proactive sourcing and talent hunting for IT profiles, ensuring alignment with HSBC’s technical requirements and organizational culture. -Developed and posted job descriptions, coordinated psychometric evaluations, and conducted reference checks to ensure high-quality hires. -Collaborated with university job boards to strengthen the early-talent pipeline and build long-term sourcing channels.

I joined Stori as a Recruitment Intern under a 6‑month internship program. After the first month, I transitioned into a full-time schedule while completing my studies remotely, which allowed me to balance both. During this period, I supported end-to-end recruitment processes for a variety of internal positions, primarily focused on IT roles, but also covering administrative, operational roles for the call center, product marketing, and legal positions. Key Contributions: -Partnered with Hiring Managers to gather requirements and ensure alignment with team needs. -Created and posted job descriptions, proactively sourcing and hunting talent for different areas. -Conducted candidate interviews and English assessments to ensure technical and cultural fit. -Managed KPIs, university partnerships and career fair participation to strengthen the talent pipeline.