Coco Xin

Kuala Lumpur Technical Talent Recruitment For example: java, golang, QA, react, flutter, Nodejs, rust and other positions

1. Fully responsible for the recruitment work of Gate.io exchange, controlling the entire process from demand analysis to offer negotiation, ranking in the top 10% of the quarter, exceeding the recruitment KPI indicators, and effectively ensuring the supply of team talents. 2. Conduct weekly recruitment funnel data analysis, take stock of recruitment progress, adjust recruitment strategies in a timely manner, optimize screening criteria, shorten the recruitment cycle from 15 days to 10 days, and improve recruitment efficiency by 30%. 3. Deeply understand the development trends and talent distribution characteristics of the blockchain industry, accurately grasp the core competency requirements of each position, and use LinkedIn, TG, BOSS direct recruitment, Liepin, Xiaohongshu SmartDeer、 Through multi-channel talent search strategies such as internal promotion, we have established and maintained a personal talent pool of over 1000 people to provide stable talent supply for the rapid development of our business. 4. Continuously monitoring the dynamics of the blockchain industry and changes in the talent market, we have successfully introduced multiple key talents through precise targeted poaching strategies, effectively supporting the company's business expansion and technological innovation needs.

1. Analyze customer job requirements: gain a deep understanding of the customer's corporate culture, history, management style, etc., and analyze the responsibilities and requirements of the position given by the customer; 2. Develop a search plan: Based on the understanding of the customer's industry and the specific needs of the position, develop a search plan for vacant positions. According to the plan, utilize talent databases and recruitment websites to search for candidates; 3. Candidate screening: Analyze and filter all candidate information encountered, select candidates who basically meet the requirements, and communicate with them over the phone to understand the candidate's job status, reasons and motivations for resignation, salary level, etc; 4. Recommend candidates and arrange interviews: Recommend comprehensive information of interested candidates to the company, arrange interviews between candidates and clients according to the company's requirements, and assist both parties in effectively communicating specific employment conditions; 5. Follow up on onboarding: Provide advice and assistance on resignation to hired candidates, help them solve difficulties and obstacles they may encounter after onboarding, and ensure that candidates can start working normally