Sophia Klaus

Strategic Talent Acquisition professional at Azion, focused on building high-performance teams and supporting the company’s technical expansion. Responsible for leading end-to-end recruitment processes across Engineering, Infrastructure, Revenue, and Information Security (from technical individual contributors to senior leadership roles), acting as a strategic partner to Directors and C-level executives. Key areas of impact: • Leading advanced sourcing and hunting strategies for critical roles (Engineering, Data, Infrastructure, Security, and Technical Leadership), leveraging boolean search, automation, and market intelligence • Strategic pipeline and ATS management, ensuring efficiency, predictability, and continuous improvement of candidate experience • Close partnership with leadership to define role scope, seniority level, budget alignment, and hiring prioritization • Structuring technical interview frameworks and evaluation criteria for hiring managers, strengthening assessment standards • Conducting in-depth technical and behavioral interviews, assessing professional maturity, systems thinking, and cultural alignment • Delivering executive-level hiring recommendations to support decision-making • Developing talent attraction strategies and contributing to global employer branding initiatives • Tracking and optimizing key recruitment metrics (time-to-hire, response rate, stage conversion, hiring predictability) • Playing a direct role in building scalable, high-performing teams that support sustainable technical growth Positioning: Strategic Talent Acquisition partner focused on complex technical hiring and organizational impact.

Responsible for the Recruitment & Selection process in an outsourcing and software factory environment, managing hires for both internal teams and client projects at Starta, including roles in Software Engineering, Marketing, Sales, and Product. Strategic collaboration with partners and clients to ensure agility and accuracy in hiring technical and leadership positions. Key responsibilities and deliverables: - End-to-end recruitment process management, covering both internal and client demands; - Partnership with partners and clients to define profiles, priorities, and talent attraction strategies; - Negotiation and alignment of expectations with managers and candidates across different contexts; - Development of Employee Experience initiatives and engagement programs; - Monitoring recruitment KPIs and delivering monthly reports to partners and clients; - Support in internal communication (employer branding/HR marketing) and HR operations; - Initial structuring of the ESG agenda within the company. Key achievements - Reduced average time-to-hire to 10 days; - Delivered finalist candidates within 5 days; - Achieved 3rd place at Revelo Awards (2022) in Recruitment & Selection; - Built highly engaged teams aligned with organizational culture, both internally and for clients.

- End-to-end recruitment and selection; - Onboarding new talents.

Nota do TCC: 10/10