Ruslana Tkachenko

Searching tech-superheroes for our hub in Poland

- Full cycle recruitment process (from the briefing about position with hiring manager, building hiring strategy to first employee’s day); - Close positions of the level Middle, Senior, Lead. - Market salary analytics at the HM’s request; - Providing recruitment analytics for the HM

- Management of the recruitment department, consisting of 3 teams (12 recruiters) IT, Digital and Backoffice; - Organization a full cycle recruitment process (from the briefing about position with hiring manager to first employee’s day); - Build a data-driven, predictable and business-oriented hiring process with a strong analytic. Key metrics are: conversion from stage to stage, efficiency of the recruitment funnel and final conversion, % of rejection of JOs, % of closing in SLA, % passed the probationary period, etc.); - Analytics of the results of recruitment teams, regular feedback on p2p and weekly syncs, motivation, development, training, control; - The HR process development: Integrate HRS, create HR checklists for main procedures, arrange the HR space in Confluence for team. - Work in close collaboration with IT and Digital departments and Hiring Managers to understand their recruiting needs and support them with excellent hiring decisions - Automation and optimization recruitment process. - Make regular salary monitoring, bench marketing in the IT field to define competitors and competitive benefits on the market. Achievements: - build a qualified recruitment team ( from 0 to 12) - execution of the recruitment plans for 150% - 170%, 90% of the vacancies are closed by the SLA recruitment department. Meeting all key commitments for business; - builded a strong HR analytics, which made recruitment process more efficient and predictable. Key metrics are: conversion from stage to stage, efficiency of the recruitment funnel and final conversion, % of rejection of JOs, % of closing in SLA, % passed the probationary period, etc.); - Developed and described motivation for recruiters and researchers. Choose clear metrics which measure my team's performance. - created new recommendation program, that gives each quarter 20-30% of all offers - created a knowledge base for recruiters and HM, built recruitment workflow and all check-lists for successful hiring.

Recruitment: - Full cycle recruitment process (from the briefing about position with hiring manager, building hiring strategy to first employee’s day); - Close positions of the level Middle, Senior, Lead, C-level. - Search for new channels for posting vacancies; - Creation of personnel reserve for difficult and high-level positions; - Participation in the recruitment of undergraduates for internships, accounting with the program representative. - Market salary analytics at the HM’s request; - Providing recruitment analytics for the HM Adaptation: - Adaptation of office and remote employees (maintenance and support throughout the probationary period); - Revision of the strategy of adaptation and onboarding of new employees, search and development of new solutions; Performance review: - Implementation of Performance Review in the company together with HRD; - Automate Performance Review in the Pyrus system; - Conducting the Performance Review process, launching an assessment at the request of the manager, pushing and notifying employees to the result; Management: - Mentoring and training of new employees in the recruiting team; - Monitoring reporting on hiring and adaptation of the recruitment team, assistance with difficulties in the process; - Organizing daily meetings with the team

— Search and recruit of IT specialists for the main customer (a major international bank). — Internal recruitment of specialists. Full cycle of recruitment process (from the briefing about position with hiring manager, building hiring strategy to first employee’s day); • direct search for candidates on specialized resources: HH, LinkedIn, AmazingHiring, My Circle, Github, professional forums; • search for candidates in social networks; • boolean search; • presentation of vacancies and motivation of candidates • have phone and skype interviews with candidates •evaluation of the professional and personal skills of candidates; • preparation of candidate resumes and cover letters; • support of the candidate from the first touch with the company until his adaptation to the new workplace.

- searching and selecting IT-specialists in Russia, Belarus, Ukraine, Europe. Main areas: IT & Telecom, Gamedev, Finance & Banking, Engineering & Technical, Sales & Marketing. - working on positions for Developers (Java, Scala, Ruby, Python, C++, .NET/C#, JavaScript, PHP, Unity, iOS), - recruiting from junior, middle, senior to lead level and C-Level positions - working with high-level positions (CTO, Product manager, BDM) (what exactly?) - general supporting candidates from the first touch with the company until his adaptation to the new workplace Achievements: Excellent knowledge of the IT market in Moscow, Moscow Region and St. Petersburg; Maintaining more than 30 vacancies at the same time; Successful selection of specialists for such companies as Yandex, Ozone, Zeptolab, Glu Mobile, Pixonic, Tinkoff Bank, Iponweb, MFM Solutions, STC.