Sílvia Marina Pedrosa

• Team Leadership & Management: Lead and mentor a team of 6 IT recruiters with different seniority levels, ensuring alignment with business goals, high performance, and continuous professional development. Supervise daily activities, assign responsibilities, monitor results, and provide constructive feedback. • Performance & Development Management: Conduct regular one-on-one meetings, performance evaluations, and compensation reviews. Monitor team KPIs, prepare performance reports, and implement action plans to improve results and team efficiency. • Recruitment Strategy & Talent Acquisition: Manage and oversee end-to-end recruitment processes for a wide range of IT profiles, defining hiring strategies aligned with business needs and ensuring high-quality talent pipelines. • Stakeholder & Client Collaboration: Work closely with hiring managers and internal clients to understand technical requirements and align recruitment strategies with project needs and company culture. • Training & Onboarding: Support the integration of new hires and train new recruiters on recruitment processes and technical hiring practices. • Business Support & Corporate Initiatives: Participate in internal projects, task forces, and corporate initiatives, contributing to business growth and organizational development. • Create an inspiring team environment, ensuring a drive of continuous improvement and Quality.

• IT Talent Sourcing & Recruitment: Source and recruit IT professionals across a wide range of technologies, roles, and seniority levels. • Full-Cycle Recruitment: Manage the entire recruitment lifecycle, including job posting creation and publication, candidate sourcing, CV screening, interview scheduling, conducting interviews, and maintaining strong relationships with candidates throughout the process. • Sourcing Strategy: Develop and implement targeted sourcing strategies based on role requirements, using multiple channels such as LinkedIn, job boards, professional networks, and market research. • Talent Pipeline Management: Build and maintain a strong pipeline of both active and passive candidates for current and future hiring needs. • Candidate Presentation & Stakeholder Collaboration: Identify and present qualified candidates to Business Managers, ensuring alignment with technical requirements and job descriptions. • Candidate Experience: Ensure a positive and engaging candidate journey throughout the recruitment process, maintaining clear communication and professional follow-up. • Employer Branding & Talent Engagement: Participate in employment events, career fairs, and talent initiatives to attract and engage new IT talent.

• Talent Sourcing & Recruitment: Source and attract candidates for telecommunications and network-related roles, including telecommunications engineers, network support specialists, and infrastructure professionals. • Full-Cycle Recruitment: Manage the end-to-end recruitment process, including job advertisement design and publication, CV screening, interview scheduling, and candidate follow-up. • Competency-Based Interviews: Conduct competency-based interviews to assess candidates’ technical expertise, problem-solving abilities, and alignment with role requirements. • Candidate Evaluation & Reporting: Prepare structured interview reports and candidate assessments, providing clear insights and recommendations to hiring managers. • Shortlist Presentation: Identify and present qualified candidates through shortlists aligned with the technical and functional requirements defined by the business. • Stakeholder Collaboration: Work closely with hiring managers to understand project needs and ensure the recruitment strategy aligns with operational and technical requirements. • Candidate Relationship Management: Build and maintain relationships with candidates throughout the recruitment process, ensuring a positive candidate experience.

• Recruitment & Selection Processes: Support end-to-end recruitment activities for a variety of profiles, including industry, call center, logistics, and commercial roles. • Talent Sourcing & Attraction: Source and attract candidates through multiple channels, including job boards, professional networks, and internal databases. • Job Posting Management: Create and publish job advertisements aligned with role requirements and company standards. • CV Screening & Candidate Assessment: Review applications, conduct initial screenings, and identify suitable candidates for open positions. • Interview Coordination & Selection: Schedule and conduct interviews, support candidate evaluation, and participate in the selection process. • Group Dynamics & Assessment Activities: Organize and facilitate group dynamics and other assessment methods to evaluate candidates’ competencies. • Candidate Reporting: Prepare interview reports and present shortlists of qualified candidates to hiring managers.