Sylvie W.

-Act as a strategic hiring partner to Hiring Managers, team leads, and People Partners to design and scale high-performing product, hardware, and business teams globally. -Lead full-cycle, end-to-end recruiting for complex and high-impact roles, from workforce planning and targeted sourcing strategies to structured interviewing, offer management, and closing top talent in competitive markets. -Develop and execute data-driven recruiting strategies by analyzing funnel health, time-to-hire, quality of hire, and conversion metrics to inform both tactical optimizations and long-term talent planning. -Build inclusive, structured interview processes that ensure consistency, reduce bias, and deliver an excellent candidate and hiring-manager experience. -Partner cross-functionally with People, Operations, and leadership teams to align hiring priorities with business goals and growth plans. -Drive continuous improvement and innovation within recruiting by introducing new tools, processes, and AI-enabled solutions to increase efficiency, scalability, and candidate engagement.

-Strategic Workforce Planning & Talent Acquisition: Partnered with C-level executives to drive hiring strategies, achieving a 90% success rate in technical and commercial roles while reducing time-to-hire by 25%. -Labor Law Compliance & Risk Mitigation: Developed and implemented whistleblower and anti-harassment policies, increasing employee trust by 25% (measured by NPS) and improving legal request handling efficiency by 75%. -Data-Driven Compliance & Process Optimization: Designed an AI compliance framework aligned with the EU AI Act 2024 and introduced a recruitment analytics dashboard, reducing cost-per-hire by 15% and ensuring 100% compliance with labor laws. -Stakeholder Collaboration & DE&I Initiatives: Led diverse hiring strategies, increasing underrepresented talent in the pipeline by 40% while improving hiring manager satisfaction to 95% through structured collaboration.

Closed 15 engineering roles, within 8 months, reducing time to fill by 15%. Developed and implemented FERNRIDE's Employer Value Proposition (EVP), increasing candidate engagement by 25%. Led end-to-end recruitment processes for senior-level positions for Tech, Product, Marketing. Collaborated with hiring managers to identify key competencies and skills necessary for success in various roles, ensuring aligned recruitment efforts.

-Responsible for creating and articulating the Employer Value Proposition (EVP) -Responsible for end to end recruiting process. Supported candidates from when they apply, up until the offer and even onboarding, thereby ensuring a unique candidate experience -Active sourcing of passive but highly qualified tech and marketing candidates in Software Engineering, Product Management, Research and Development and Go-To-Market. -Researched. and identified new trends for a pro-active recruiting approach, utilizing suitable recruiting channels to attract the right talent. -Closely collaborating with Hiring Managers and external stakeholders to develop future oriented recruiting strategies together with the team. -Identifying closing strategies to ensure that the decision to join FERNRIDE is an especially easy one for them to make.

-Responsible for end to end recruiting process. Supported candidates from when they apply, up until the interview, thereby ensuring a unique candidate experience -Looked for and approached passive but highly qualified tech and marketing candidates in Software Engineering, Product Management, Research and Development and Go-To-Market roles. -Researched. and identified new trends for a pro-active recruiting approach, utilizing suitable recruiting channels to attract the right talent. -Closely collaborating with Hiring Managers and external stakeholders to develop future oriented recruiting strategies together with the team. -Identifying closing strategies to ensure that the decision to join KINEXON is an especially easy one for them to make. -Be an ambassador to daily monitoring analysis and success control of the candidate and search and Social Media activities.

- Manage the end-to-end recruiting processes for our expansion, engineering and product and team - Build and maintain strong professional relationships with candidates ensuring we provide an exceptional end-to-end candidate experience at all points of the recruitment life cycle - Build out talent networks and activate knowledgeable industry sources to develop and generate an ongoing pool of candidates through a diverse mix of sources. - Use your experience to always improve the efficiency and streamline talent processes - Provide regular reporting and updates to management and stakeholders

Promote CloudFactory employer brand and Employee Value Proposition internally and externally in line with marketing strategy. Coordinate with both core and cloud team to generate content for promoting CloudFactory. Execute recruitment marketing strategies and campaigns as defined by the business. Design and produce recruitment marketing materials Conduct competitive benchmarking and analyse recruitment campaigns, programs, events, and website effectiveness. Assess recruitment marketing opportunities and research market trends. Maintain content on the careers website, and make recommendations for improvements. Writing Global Talent Updates internal newsletter on a monthly basis.

Managed a team of three employees who's responsibilities were to aim to help CloudWorkers advance in 'CloudFactory's Hierarchy of Needs', focusing on worker engagement, motivation, productivity, retention, and promotion through the management of different projects namely; sprout sessions, and events and recognition initiatives. Spearheaded the use of different project management tools to ensure the planning, monitoring, execution, and completion of each of these programs. In charge of reviewing proposals that fund these various programs from the allotted culture budget to Elite and Distributed CloudWorkers working with CloudFactory to not only create impact but using data from the various funded projects to quantify and measure impact. Other responsibilities: Responsible for creating the CloudFactory Academy Stories strategy and vision Accountable for collecting, creating, editing, and publishing content on the CloudFactory Academy Website. Responsible for gathering and collecting data and feedback

Responsible for protecting and developing culture at CloudFactory. Aimed to help CloudWorkers advance in 'CloudFactory's Hierarchy of Needs', focusing on worker engagement, motivation, productivity, retention, and promotion. Assist with Culture Budget allotted to Elite CloudWorkers working with CloudFactory and making sure the funds are used properly. Run workshops and coordinated design thinking training on Emotional intelligence and how to optimize the use of the Culture budget to various stakeholders. Managing, Mentoring and coaching direct reports on proposal writing, leadership skills, and writing skills. Interviewing, review and appraisal writing of direct reports. Participated in the conceptualization of the Impact Model which was the prequel to what is now CloudFactory Academy.

•Responsible for the writing content for the Company’s first ever Kenyan SME's, Recruiting, and Tech White Paper that looked at the state of the Kenyan employment market •Event planning and project management •Business development.

•Worked in the Markets department specifically in the Government and Public sector field providing advisory services based on our business intelligence. •Provided support in coming up with strategy plans, proposals, presentations, conferences and events for various clients across all sectors including: Energy and natural resources and the Insurance sector. •Part of the project management team responsible for the audit of the IEBC voters register. •Ancillary role involve writing Thought Leadership articles and newsletters for the advisory department.

•Talked to prospective students about the university and showed them around the different campuses and the facilities they offer. •Chaperoned undergraduate and postgraduate evenings answering questions and providing input.

• Wrote letters of advice to clients with contractual employment disputes. • Drew up schedule of costs on personal injury claims. • Chased up on expert evidence reports. • Attended initial client meetings and took instructions to act followed by drafting letters of claim. • Used ProClaim case management system to transfer papers documents into the relevant digital files.

Postgraduate professional qualification in Legal practice. Modules including: Business Law and practice Property Law and practice Litigation Solicitors accounts Practical legal research Drafting Writing Advocacy Professional conduct rules Commercial Law and practice Commercial dispute resolution Media Law and practice

First year: 2012-2013 Criminal Law Contract Law Legal systems and skills European Union Law Second Year: 2013-2014 Tort Law Public Law Family and Child Law Origins of the common law Principles of evidence Medicine, ethics and the Law Third year: 2014-2015 Equity and the Law of Trusts Land Law International Law Labour Law Commercial Law (insurance and agency) Dissertation