I) Recruitment Management- Managed a distributed team of 5 recruiters (Russia, Kazakhstan, Azerbaijan):- Prioritized tasks, allocated responsibilities, and conducted weekly team meetings.- Developed reports and presented recruitment results to C-level (CTO, CPO, CFO, CEO).- Optimized team workflows by dividing responsibilities and establishing IT recruitment as a standalone function for the first time in the company.II) Recruitment and onboarding:- Successfully hired 3 recruiters (some full-time, some project-based).- Built onboarding processes for the recruitment team (materials on workflows, introductions to hiring managers and product teams).III) Resource optimization:- Reviewed and optimized recruitment tools;- Conducted salary market analysis and prepared reports for senior management.- Introduced an efficient resume review process using ClickUp, reducing hiring time by 1–1.5 weeks.IV) New tools and technologies:- Implemented Estaff as the company’s first HRM system, creating a candidate database and tracking the recruitment pipeline.- Launched chatbots with up-to-date information on administrative and recruitment processes, significantly reducing HR workload.V) Training and Development- Trained team members in interview techniques and sourcing (Boolean queries, X-ray searches).- Mentored a researcher who became a leading specialist within 1.5 years.- Created guides and presentations for hiring Java, DevOps, AQA, and Flutter specialists.Key Achievements- Successfully closed 40–50 positions in summer and fall, including replacing all outstaff developers and forming new product teams.- Reduced hiring time by 3–4 weeks through optimized processes and team training.- Hired a Java Team Lead in 3 weeks, enabling the company to launch critical projects on schedule.- Prepared the company for hiring ReactJS specialists for the first time, including engaging an external interviewer.

Full-cycle recruitment (Java, Python, JS, Android/iOS, C-Level, PM, QA, Designers, Lua):- Portfolio analysis (portfolios were divided into streams, each containing 20 to 40+ vacancies); managing vacancies and requirements.- Sourcing candidates through various channels and reaching out (LinkedIn, AmazingHiring, Podbor.io, Boolean search, Habr, HH, Telegram groups).- Conducting interviews, including motivational interviews, English language screening, and brief technical screening.- Preparing CVs (in Russian/English) and cover letters (in Russian/English).- Coordinating interview slots and supporting candidates throughout all stages of the process.- Presenting offers and addressing objections (which occur in 80–90% of cases).Managerial Responsibilities- Mentoring, training, and onboarding new employees. Starting from R5, I was given the opportunity to build my own team. Between R3 and R6, I worked with about five researchers who eventually became full-fledged recruiters (researchers handled candidate sourcing and outreach, a system introduced to the company later). This does not mean I stopped doing the same tasks. The maximum team size under my management was four, including myself.- Vacancy intake: conducting calls with clients to discuss the developer's tasks, working conditions, project details, tech stack, etc.- Collecting and analyzing statistics to identify the most efficient recruitment streams.- Calculating conversion rates.

На данном месте осуществлялся массовый подбор персонала, по большей части - курьеры (Самокат, Яндекс, 2 Берега и т.д.) (были также офис менеджеры, работники склада и т.д.).Обязанности:1) Поиск кандидатов через различные источники (Авито, Работа.ру, HH)2) Холодные и теплые звонки3) Проведение интервью4) Сверка документов