Marije Jansen

As a RPO Senior Talent Acquisition Specialist at Air Products, I play a key role in the company's growth by attracting top talent to join the organization. ✅Leading recruitment for (mostly) complex and technical roles across the Northern Continent region (Benelux, France, Germany) plus Hungary, UK, Poland, Czech Republic ✅Partnering with hiring managers to define job requirements and attract top engineering talent ✅Successfully placed a first candidate within my 1st month ✅Contributing to recruitment projects such as Interview guide for Hiring Managers or improving Employee Advocacy In my role I help to contribute to Air Products' mission; to be the safest and most diverse gas company in the world.

As a Talent & Culture Business partner, I helped organizations with attracting the right talent. ▫️Delivered recruitment and employer branding solutions to clients including PR agencies, tech startups, and creative firms ▫️Advised on strategic people topics and implemented hiring frameworks for growing teams 🗃️ Previously worked for: - BrightmineNL - Dexter Energy - BAMMBOO Growth Agency - Urban Nature Culture - Gorilla Sports - The Freelance Qommunity - De Wolven What I offer: ⭐️ Talent Acquisition Strategy ⭐️ Candidate Journey Design ⭐️ Employee Experience Enhancement ⭐️ Career Website Development ⭐️ Job Description Crafting ⭐️ LinkedIn Company Page Management

🔹Scaled team from 20 to 60+ FTE across tech, marketing, business, and operations 🔹Built People & Culture function from scratch (hiring, onboarding, engagement, compensation) 🔹Increased eNPS to +60 through employee experience improvements 🔹Developed company values and implemented in a culture playbook This was a cross-functional job, I was partly the corporate recruiter, but also in lead of the People team (while we were looking for the new Head of People)

Qommunity is a creative, inclusive and sustainable Freelance Network in the Netherlands. I helped them to explore the recruitment market for Freelancers and be their Matchmaker. This way I created several matches with Freelancers and companies. High five for the freelance life!

CFactor (back then called Yellow Monday) offers HR as a service for startups and scaleups I had my focus on: ▫️Recruitment: I sourced top-tier talent, ensuring a perfect fit for startups and scaleups. ▫️Benchmarking: I provided strategic insights, helping clients stay ahead by comparing their HR practices with industry leaders. ▫️Strategy & Vision: I shaped Yellow Wonday's mission and advised clients on aligning HR with business strategy, driving growth. I managed to do consultancy for: Urban Nature Culture Gorilla Sports Dexter Energy Services De Wolven Loopper Tapp

As the Operational and People Manager at Trive, I grew the team from 1 to 10 in just one year. I did this by focusing on: 🔹 Team Building: Lead recruitment efforts, attracting talent and fostering a cohesive and motivated team. 🔹 Operations: Streamlined processes, optimizing efficiency and resource allocation to ensure smooth day-to-day functioning. 🔹 Culture building! Nurtured a positive work environment, empowering employees and promoting a strong company culture. 🔹 Performance: Monitored and improved team performance, aligning goals to drive business success. 🔹 Strategic Planning: Collaborated with leadership to develop and execute growth strategies, contributing to Trive's expansion.

As a Talent Manager at The Next Gen, with a specific focus on talent acquisition within the IT consultancy industry, I had a focus on: ▫️Recruitment Strategy: Developing and executing comprehensive recruitment strategies to attract the best IT talent. This involves understanding the company's business goals and the specific skills and expertise needed to support those goals. ▫️Sourcing: Identifying potential candidates through various channels, such as online job boards, professional networking platforms, social media, referrals, and industry events. You likely used advanced search techniques to target highly skilled IT professionals. ▫️Candidate Evaluation: Screening and evaluating candidates to ensure they meet the technical requirements and cultural fit of the company. This involves conducting interviews, technical assessments, and reference checks. ▫️Managing the Recruitment Process: Coordinating the entire recruitment process, from initial contact to offer negotiation and acceptance. This includes scheduling interviews, providing feedback, and managing communication with candidates throughout the process. ▫️Building a Talent Pipeline: Proactively building and maintaining a talent pipeline to ensure a steady stream of qualified candidates. This involves networking and relationship-building within the IT industry.

Responsibel for the personnel administration, payroll and workplace management

* 3-month internship in Barcelona * Wrote my Thesis about mbo education and why it is important for society

* Work experience in the Interior world * Designing * Conceptual thinking and creative thinking