• Recruiting for Technical and Business roles in close collaboration with management to understand business requirements and perform pipeline planning• Gathering market intelligence across MENA and Europe regions to make key assumptions and determining hiring strategy and providing insights for Compensations & Benefits decisions• Contributing to company’s knowledge base and hiring managers’ candidate assessment skills by preparing learning materials and launching internal trainings on people evaluation and interviewing techniques

Responsibilities:• Leading Talent Acquisition & Onboarding and Employee Branding for Joompay• Target and high-profile international (across the UK & European markets) searches for Joom and other startups of Joom Group• Building pipeline of software engineering (Java, Golang, C++, JS) candidates for JoomRecent Achievements:• High-profile hires through headhunting, such as: CLO and CMO for our e-commerce startup in Berlin, Product Safety expert in Stockholm, Head of Compliance Ops in Riga, Technical Lead (Java) in Moscow• Designed and conducted Interviewing process & Techniques training for 50+ hiring managers, introducing the concept of Performance Based Hiring

Responsibilities:• Recruitment and executive search across Europe, UK, and Russia for offices in Moscow and Zurich• Managing recruiting pipeline and providing operational and methodological support for a team of 5 recruiters• Market Mapping & Industry analysis• Introducing and on-boarding new tools and processes to improve delivery and ensure that Recruitment meets the demand and provides necessary advisory support• Recruiting services providers management: search, selection, engaging, negotiating, managing the process, evaluating the resultsMilestones:• Hired and trained 5 recruitment consultants for the team, implemented necessary recruitment metrics and assessments• To reach out to more potential candidates: introduced the practice of recruitment marketing, launched collaborations with the educational institutions, strengthened referral programs• Built structured assessment process, implemented performance-based hiring• The company headcount grew from 110 people in 2017 to nearly 250 in 2019• In the end of 2018, thanks to the top hires into design, engineering andexecutive teams, WayRay raised $80M at about $500M valuation

Recruitment:• Full recruitment cycle with focus on: Digital, Mobile & Web Development, Analytics, Sales. Industry research & market mapping • Team management (3 recruiters working remotely), coaching Business Development & Sales: • Industry analysis, preparing a go-to market plan and business strategy, price modelling, target setting, growth strategy development • B2B sales: search, approaching and signing on clients from IT-industry, negotiations with stakeholders and C-level executives • Account management with focus on developing long-term client partnerships

• Business Development for Medical Equipment Devices & Technology industry• Market mapping, industry research• Full 360 degrees recruiting cycle

Delivery:• Act as single point of contact for Technology, Digital and Corporate Functions leadership to plan and deliver experienced hire recruiting• Deliver end-to-end recruiting: from demand logging to onboarding• Build and monitor recruiting pipeline; analyse recruitment delivery progression, define possible supply / demand and pipelines risks, anticipate issues responsible Leadership• Drive regular bi-weekly interaction with Leadership through on-time prepared progress reports, structured discussions and follow-up• Ensure candidate quality through Screen and English and Accenture Behavioural Interview assessments for every processed candidate• Manage regional and global recruitment delivery Initiatives:• Market Analytics: Market mapping, insights on industry trends, market structure, competitors and compensation analysis.• Internal recruiting tools Lead User, Support & Trainer: ATS Taleo; Avature Talent CRM system roll-out and training• Diversity Recruiting: Responsible for diversity recruitment, client restriction and employee background screening policies• Exit Interviews: conducting exit interviews, analytics and audit Management:• Project Management: Building Assessment processes for each function according to the stakeholder’s needs, ensuring efficiency and corporate requirements criteria met.• Team Management: Managing team of 2 junior recruiters, one onsite and one working remotely.

August 2008 - June 2009: HR Recruitment• Capturing and maintaining accurate market, client, and candidate information on the company’s knowledge system – Taleo ATAS
• Research and CV screening• Phone Interviews with candidates to Consulting and Audit departments• Organising assessments for graduatesJune 2007 - November 2007: HR Learning• Training programs data processing and learning materials arrangement• Live offline trainings facilitation support