Vlada Praks

- Owned e2e recruitment. - Led structured sessions with Product and Data hiring managers, aligning on scope, success criteria, and hiring priorities. - Applied strong data-driven insights to assess pipeline health, forecast demand, and identify early-stage risks to support more informed hiring decisions. - Strengthened alignment and communication with hiring teams by integrating coaching insights, refining engagement style, and improving decision-making touchpoints.

- Partnered with senior leadership globally on workforce planning, prioritisation, and hiring strategy. - Mentored recruiters and delivered training for HMs on structured interviewing, senior talent evaluation, and deep dives into technical roles. - Owned full-cycle recruitment for Lead and Principal-level engineering positions. - Implemented structured interview frameworks (kickoffs, debriefs, offer calls, and competency-based scorecards). - Led the optimisation of Greenhouse and the Workday–ATS synchronisation project, improving data accuracy, workflow automation, and reporting reliability. - Utilised advanced funnel diagnostics and pipeline analytics to increase stage conversion, reduce candidate attrition, and accelerate hiring velocity. - Leveraged advanced sourcing and analytics tools (LinkedIn Recruiter, Gem, PhantomBuster, OneModel, Greenhouse) to build accurate market maps, strengthen pipelines, and produce data-backed insights.

- Led and mentored the Estonian TA team, driving process excellence, strong sourcing strategies, data-driven reporting, and an outstanding stakeholder experience. - Owned e2e recruitment across EMEA, partnering with senior leadership and 53 hiring managers to define hiring needs and develop role-specific hiring strategies. - Delivered recruitment for 250+ roles annually across Operations, Engineering, and Business functions. - Strengthened employer brand engagement and led DEI initiatives focused on neurodiversity and LGBTQ+ inclusion; conducted salary benchmarking to support competitive and equitable compensation.

As an Automation Process Partner (Recruitment) at Supliful, I was responsible for designing an automated talent acquisition process from lead generation to hiring and handing over to onboarding. - Developed an automated recruitment process. - Designed the automated process of generating leads for potential candidates. - Designed the automated candidate selection process. - Created a handoff process from hiring to onboarding. - Worked closely with the CEO, CIO, and Team Leads to understand their needs and integrate automation solutions effectively.

- Partnered closely with senior leadership on commercial strategy and key account planning. - Drove cross-functional collaboration with legal, logistics, accounting, and operations to ensure seamless contract execution and stakeholder alignment. - Led major client accounts and closed high-value contracts up to €1M. - Implemented company-wide quality-control frameworks and documentation, ensuring compliance with industry standards. - Supported strategic growth initiatives through tender participation and representation at international exhibitions.

- Designed and implemented a 360° feedback survey for 300+ employees, ensuring timely completion through reminders and clear communication. - Collected and analysed feedback, identifying key themes and improvement areas. - Prepared summary reports and presented results to managers. - Collaborated with HR to support managers in conducting their annual review conversations.

Earned performance based scholarship.

Won “Golden Medal” for dedication and passion for the improvement of gaps in criminal law. Awarded “Diploma with Honors” for having marks at 5.0 level.