Natália Villain

* Management of all recruitment and selection processes of the company; * Global onboarding of new employees; * Key results (FY24): Enhanced employer branding by developing new referral programs and increasing brand and culture awareness, resulting in a 6% increase in qualified referrals; reduced the average time spent by candidates in each stage to 2 days, representing a 94% decrease, by refining the hiring process in alignment with hiring managers; maintained an average time-to-hire of 29 days, representing a 39% decrease compared to FY23, while ensuring candidate quality and satisfaction; Onboarded 32 new employees in FY24, maintaining an onboarding NPS score above 9 (out of 10); * Act as point of contact for internal and external audits, ensuring smooth auditing processes and resolving issues related to statements and internal controls; * Leveraged AI assistance to enhance outbound InMail strategies; * Kicked off company-wide AI usage guidelines for talent acquisition, outlining acceptable and unacceptable practices, as well as considerations for embedded AI features in recruitment systems. Tools: LinkedIn Recruiter, Google Workspace, Zoho One, Freshworks, GitHub, GitBook, Greenhouse (ATS), OfficeVibe, Qulture.Rocks, Jira, Confluence, ClickUp, Okta, Workleap, BrightHire, Coderbyte, Deel, Drata (GRC), Claude and Gemini.

* End-to-end recruitment and selection processes; * Onboarding & Integration; * Strategic planning of the area with the team (OKRs, SLAs and KPIs). Key accomplishments: Implemented strategic restructuring of the TA department, transitioning from a team of three to a single-person operation (after layoffs); Maintained an average Time to Hire of 43 days (FY23), meeting the SLA benchmark of 45 days; Integrated Third-party job boards to widen candidate outreach; Implemented metrics like Quality Per Source and Cold InMail Conversation Rate for data-driven recruitment; Implemented a comprehensive overhaul of the onboarding process, leading to a significant reduction in turnover rates while maintaining a NPS average of 9/10.

* Elaboration of sourcing plans, restructuring of the end-to-end talent acquisition process with the team; * Network building of potential candidates through proactive market research and relationship management; * Phone screening for tech, sales, marketing, product & ops positions for middle/top management; * Post job descriptions and maintain sponsorships for standard and diverse job boards; * Coordination of the Internship Program in partnership with USP (University of São Paulo); * Implemented the Sourcing process from scratch. Tools: LinkedIn Recruiter, Google Workspace, Zoho One, Freshworks, GitHub, GitBook, Greenhouse (ATS), OfficeVibe, Qulture.Rock, Jira, ClickUp, Okta, Workleap and Coderbyte.

* Conducting recruitment & selection processes for companies of various segments in Brazil and the US. Key project: led a comprehensive talent pool market analysis encompassing more than 1000 professionals within the Industry segment. The primary goal was to evaluate the viability of opening retail stores across 8 locations throughout Brazil by assessing the pool of available talent in each locale to gauge the feasibility of the expansion of the business. Tools: Google Workspace, Pipedrive (CRM), GitHub and Slack.

* Onboarding and Training of new interns; * Definition of SLAs and KPIs; * Alignment of profiles and kick-off meetings with stakeholders; * Phone screenings.

* Support to headhunters through the generation of inbound & outbound leads (SMB, Enterprise); * Sourcing and pipeline management of potential candidates.