Anjali Tikai-Jainandunsing

• Lead a high-performing team of +/- 9.0 FTE Business Development Representatives (BDRs) across 3 countries, driving results, talent development and optimizing team effectiveness. • Conduct regular performance reviews and provide continuous feedback to foster skill development and ensure team members meet and exceed targets. • Mentor and coach BDRs on essential sales techniques, such as SPICED, objection handling, product knowledge, and client engagement skills. • Spearhead recruitment efforts for the business development organization, including sourcing top talent via LinkedIn, conducting interviews, and overseeing seamless onboarding processes.

• Led and coached the EMEA & APAC recruitment team (6.0 FTE) spread over 4 locations from our office in Dubai. • Scaled recruitment efforts across multiple regions, reducing time-to-hire by 30% through data-driven process improvements. • Operational recruitment: managing end-to-end hiring for the IT, Product and Revenue organization. • Conducted monthly and yearly strategic talent mapping and planning meetings with hiring managers to build and/or improve recruitment strategies. • Implemented recruitment KPIs and metrics (e.g., time to hire and conversion rates) and analyze the effectiveness the recruitment team. • Trained hiring managers and recruiters on using the ATS (SmartRecruiters), effective interview techniques, candidate engagement, biases and enhancing employer branding. • Member of the EMEA & APAC MT and the Diversity & Inclusion Board.

• Directed recruitment strategies for entry-level to senior positions across EMEA and APAC. • Operational recruitment: managing end-to-end hiring for the IT, Product and Revenue organization. • Coached and mentored recruiters, improving their effectiveness through regular feedback and skill assessments. • Conducted monthly check ins with managers across EMEA & APAC to assess talent mapping, team risk and skill gaps. • Analyzed recruitment metrics and delivered actionable insights to optimize hiring performance. • Built and maintained strong relationships with external recruitment agencies and vendors to support hiring initiatives.

- Responsible for international recruitment (Dubai, Manchester, Manila, Melbourne, Munich, New York and Rotterdam). - Responsible for senior, junior and graduate level roles (campus recruitment); - Managing the end-to-end recruiting process and take care of an excellent candidate experience, starting from the job intake with the hiring manager to onboarding the candidate. - Part of the Diversity & Inclusion Board to further promote D&I awareness and initiatives within the global organisation. - Taking the lead in (global) D&I recruitment projects. - Building and actively managing our talent pools. - Advising and training Hiring Managers (i.e. unconscious bias, interviewing, giving and receiving feedback, rating applicants). - Received an award in 2020 for the most result driven employee in Sana Commerce.

Independent research into the transition process within the municipality of Rotterdam. A transition process is an adjustment process that is accompanied by opportunities, but also by obstacles. An example of an obstacle is the fact that the transition does not have a tangible final image and is therefore not equally clear to everyone. This may lead to uncertainty or resistance from employees, which can create bottlenecks in the implementation of the transition. I have focused on how you can optimally involve employees in the transition, despite uncertainties and / or resistance. The focus has been on communication strategies and the leadership styles. Results were obtained by means of questionnaires, observations and fifty independently conducted interviews with the director, managers, supervisors and staff.

Organisational Psychology Thesis: Influence of the 'New Way of Working on the Basic Needs of Employees and Burn-outs