Ryuji S.

At S&P Global, we don’t give you intelligence—we give you essential intelligence. The essential intelligence you need to make decisions with conviction. We’re the world’s foremost provider of ratings, benchmarks and analytics in the global capital and commodity markets. Our divisions include: • S&P Global Ratings • S&P Global Market Intelligence • S&P Dow Jones Indices • S&P Global Platts My responsibilities: Negotiate and drive all facets of the recruiting process from sourcing, through to offer negotiations, using direct sourcing tools and techniques. Conduct thorough candidate interviews to find the right match for the candidate at S&P Global while providing a world class candidate experience. Create and present Short Lists with an appropriate mix of internal, external, active and passive candidates. Execute plans to improve time-to-fill and other talent acquisition metrics. Presents analysis of key headcount trending, recruitment and market data to inform local recruiting decisions and provides hiring managers with visibility of internal talent. Utilizes existing assessment and recruiting framework; shares best practices for candidate identification and selection. Consults with Senior TA peers to assist with diversity initiatives and works to ensure a diversified candidate pool.

In this role, I work hand-in-hand with the Recruiters in making sure that new hire employees are properly on-boarded in the company. Specifically, I process all major required pre-employment requirements, owning recruitment data analysis, specifically onboarding and maintaining data accuracy. I am also the process owner for vendor management, campus recruitment, internal and external job advertisements and other talent sourcing activities. Growth-wise, this role immersed me in the different facets of Talent Acquisition locally. I was able to hone my business communication skills in dealing with clients and vendors for the company.

In this role, I work hand-in-hand with the Hiring Managers in searching and acquiring talents for our client. Specifically, I process all major pre-interview requirements and constantly communicate with the candidates in guiding them with the procedures prior to being selectee for offer. Growth-wise, I believe this role immersed me in the legal and cultural differences of Talent Acquisition locally and in the USA. It honed my decision skills on dealing with various situations, from simple tasks to heavy ones, but still meeting the required deadlines and forecasts.

In this role, I work directly with the Offshore Recruiter in handling the post-interview requirements of candidates, specifically the Onboarding stage where candidates are being prepared prior to hiring. During this period, I was assigned in a special hiring project for our client where I spearheaded Command Calls to give Onboarding reports directly to our client executives. I was also given the opportunity to troubleshoot process-related problems that affects the onboarding timeline. With these achievements, I received a Customer Satisfaction Award given by the IBM Account Management on March 2013 as an appreciation for a job well done and also a Certification of Recognition from the client. --------------------------------------------- "Ryuji, Congratulations on your new opportunity. I am sure yu will do a great job. Please know how much I've enjoyed having you on our team and will miss you lots. Always know, you are welcome to return back to our team at any time. Good luck and best wishes!" - Linda Castaldi, American Airlines ------------ "Ry, I am very sad to see you go as you have been very instrumental in any and all things Flight Attendant Hiring since I began this journey. We will miss you terribly and wish you nothing but continued happiness and success!!" - Cecilie Smith, American Airlines