Anna Westerhoff-Mason

- Led a company-wide cultural transformation initiative, leading the Culture Championship Program to drive engagement and align hiring with company values. - Developed and implemented a scalable onboarding program, reducing regretted attrition to 7% by enhancing new hire engagement.

- Built and led the Talent Acquisition department from scratch, establishing an in-house executive search function that saved over £300k in agency fees by hiring VP and C-level executives directly. - Designed and executed a five-year talent acquisition strategy, aligning hiring efforts with business growth plans and workforce planning. - Managed and developed a high-performing TA team, ensuring best-in-class recruitment practices and continuous upskilling. - Reduced time-to-hire from 120 to 42 days, significantly improving recruitment efficiency and candidate experience. - Introduced Assessment Days for high-volume junior hiring, streamlining the process and improving the quality of hire. - Partnered with the VP of People to implement job levelling, employee engagement survey, levelling and progression framework, performance review cycle, and salary benchmarking, ensuring fairness and transparency. - Advised executive leadership on workforce planning and hiring strategies, ensuring alignment with organisational goals and facilitating informed decision-making.

- Built and led the Talent Acquisition function, doubling the company size by making 39 strategic hires within 12 months, including senior and executive roles. - Eliminated agency reliance while reducing time-to-hire from 90 to 45 days and increasing offer acceptance rates by 30%. - Designed and implemented end-to-end recruitment, onboarding, and offboarding processes, creating a scalable and structured hiring framework. - Increased engineering team diversity by 25% through targeted sourcing and inclusive hiring practices. - Led company-wide training on hiring best practices, unconscious bias, and effective feedback to strengthen hiring manager capabilities.

- Led the evaluation and implementation of a new applicant tracking system (ATS), ensuring a smooth transition and improved hiring operations. - Introduced a Candidate Experience Form to track Net Promoter Score (NPS), using data to improve the recruitment process continuously.

Managed full-cycle technical recruitment for London and Warsaw teams, ensuring high-quality talent acquisition within a fast-paced, high-volume environment.

- Led recruitment initiatives across tech and life sciences, driving hiring strategy and pipeline development. - Established a Diversity and Inclusion initiative, partnering with external organisations to strengthen diverse talent pipelines. - Enhanced employer branding to improve visibility and attract top IT talent. - Reduced agency dependency, managing all recruitment and onboarding processes in-house.

- Led recruitment for EMEA IT roles, managing the Warsaw recruitment team and mentoring three recruiters to enhance overall hiring capabilities. - Increased direct candidate pipeline by 60% for IT roles through strategic sourcing and talent mapping. - Conducted 20+ market mappings, providing leadership with key talent intelligence and insights. - Partnered with stakeholders to develop regional hiring strategies aligned with business objectives.

- Managed full-cycle recruitment for IT roles, with occasional support for finance and HR hiring. - Sourced candidates, created job postings, ran screenings, conducted in-person interviews, and coordinated with external agencies. - Delivered timely candidate feedback and ensured a smooth recruitment process. - Supported employer branding initiatives, including managing the GlobalLogic Poland Instagram account, representing the company at job fairs and IT conferences, preparing event materials, and contributing to internal newsletters and social media content.

- Coordinated end-to-end recruitment logistics, including interview scheduling, offer and contract preparation, pre-employment screening, and candidate verification. - Managed onboarding processes, organised assessment centres, and supported graduate and internship recruitment. - Handled operational tasks such as SAP registrations and travel expense calculations while maintaining close communication with on-site teams. - Supported employer branding through social media activities on Instagram and Facebook. - Delivered training for Jagiellonian University students as part of the Academy of Professionals and provided English tutoring within the Leonardo Project.

Modules: Personality at Work Topics in Health Psychology HRM in Context Creative Change & Innovation Implementing Strategies Finance Insights & Business Intelligence Integrated Communications Emphasising the Environment