My team recruits Tech and non-Tech specialists for the Browser, Yandex app and Edadeal.Headcount – about 600 people.Achievements:1) Hiring: - Monthly fulfillment of recruitment plans. The overall number of staff members increased by 25%.- I implemented a flexible hiring process, which enabled me to quickly adjust to changing business needs. As an example, during a quarter, 15 mobile developer positions needed to be filled. I was able to assign 2 recruiters to the task… Show more My team recruits Tech and non-Tech specialists for the Browser, Yandex app and Edadeal.Headcount – about 600 people.Achievements:1) Hiring: - Monthly fulfillment of recruitment plans. The overall number of staff members increased by 25%.- I implemented a flexible hiring process, which enabled me to quickly adjust to changing business needs. As an example, during a quarter, 15 mobile developer positions needed to be filled. I was able to assign 2 recruiters to the task, and their average productivity was 2 job offers per month. Using a traditional hiring strategy would have resulted in us only being able to fill 12 positions per quarter. However, with my flexible approach, we were able to hire 15 developers in just 2.5 months.2) Team: 10 Recruiters. - The average annual promotion level in the team is between 20-30%.- The average annual turnover rate in the team is 10%.- I supported team during an uncertain time (hiring freeze) by organizing: "Family" events with online games.An English club that included watching TV shows.Daily stand-ups, so that everyone could find mutual support.3) HR projects:- I have made two improvements to the hiring process for mobile developers at the company, reducing the time it takes to hire a candidate by 7 days and reducing the number of rejections of offers from senior developers by 10%.- Over the last three years, I have served as a member of the organizing team for the Yandex Cup and have been responsible for the mobile stream development. As part of my responsibilities, I made changes to the set of tasks which were previously algorithmic in nature and now include writing a mobile app. This new concept has helped to attract an additional 20% of participants each year. Show less

Successful hiring for the following positions: backend (С++, Go, Python, Java), mobile (IOS, Android), frontend - developers, QA engineers, analysts, DevOps, PM.My results in hiring specialists were 50% more than the average performance of the recruiting team.

Sapore Italiano is a chain of Italian restaurants. I joined the HR team through business, as I had previously worked as a restaurant manager and learned the business from the inside. I quickly adapted to the new position for myself. In 2018, I conducted more than 1,500 interviews and hired staff for three new restaurants.Main responsibilities:- Full cycle of recruitment for Restaurant businesses.- Onboarding and Integration of new employees

During my studies at the university, I worked in the restaurant industry. My main achievement was that I went from being a Waiter to a Restaurant Manager.