🌍 𝗦𝗢𝗠𝗨𝗦 𝗛𝗥: 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗧𝗮𝗹𝗲𝗻𝘁 & 𝗛𝗥 𝗳𝗼𝗿 𝗥𝗲𝗺𝗼𝘁𝗲-𝗙𝗶𝗿𝘀𝘁, 𝗗𝗶𝘃𝗲𝗿𝘀𝗲, 𝗮𝗻𝗱 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝘃𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀Welcome to SOMUS HR—a boutique consultancy redefining Talent and HR for organizations that dare to embrace the transformative power of remote work. Co-founded by Martina Carpio Lozada and Melody Alegre, we bring 25+ years of combined experience spanning global tech startups and multinational firms. We are your strategic partner for tailored, scalable, and data-driven solutions.📍Remote work isn’t for everyone—and that’s okay. Building thriving remote teams takes more than just conference calls and flexible schedules. It demands strategy, trust, and a relentless focus on innovation and inclusivity. That’s where SOMUS HR steps in.📌 𝗪𝗵𝗮𝘁 𝗪𝗲 𝗢𝗳𝗳𝗲𝗿🔍 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: Whether you need flexible recruitment, talent mapping, or specialized training from our Recruiting Academy, we help you secure top-tier talent in niche technical and leadership roles.📊 𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: Agile frameworks, organizational restructuring, and performance management strategies tailored for remote environments, all while championing diversity and inclusion.🤝 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗧𝗲𝗮𝗺 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: From trust-building exercises like LEGO® Serious Play® to tailored learning plans, we empower leaders and teams to excel in remote-first workplaces.✨ 𝗪𝗵𝘆 𝗦𝗢𝗠𝗨𝗦 𝗛𝗥?We combine multicultural expertise, cutting-edge methodologies, and a personalized approach to create lasting impacts. With a focus on data-driven solutions and a commitment to diversity and gender equity, we will scale your teams efficiently while fostering innovative and inclusive workplaces.🚀 Ready to elevate your Team? Connect with us to discover how we can help you build a successful, inclusive, and future-ready organization.

• Successfully launched, developed, and executed the first Technical Recruiting Academy Program, designed to coach and mentor an international remote team of tech recruiters and talent specialists. The program played a pivotal role in scaling company operations and was met with great success.• Advised the CEO on talent business opportunities and development strategies, contributing significantly to the company's growth trajectory.• Promptly promoted to Global Talent Acquisition Director within the first 2 months, where I led a multicultural team of 16 resources (managers, team leaders, recruiters, and sourcers) across Latam and the US. This initiative resulted in operational expansion and doubled the client base to 20+ in North America.• Managed client-facing relations and negotiations for all Staffing and Talent Acquisition matters, establishing key trust with client stakeholders.• Oversaw volume forecasting and P&L management, ensuring financial success and strategic alignment with company objectives.• Ensured quality assurance in day-to-day recruitment activities, meeting project deliverables under established KPIs and SLAs.• Successfully implemented Lever ATS, enhancing operational efficiency and providing more granular reporting for improved productivity.

• Leading and managing a cross-functional team of 30+ recruiters, sourcers, and coordinators allocated to Slack & Salesforce, distributed in the US, Latam, & EMEA.• Responsible for the day-to-day operational aspects of the project deliverables. • Ensuring high-quality service delivery and client satisfaction consistently.• In charge of training and developing direct reports on sourcing strategies, market intelligence, innovative recruiting strategies and processes, headhunting, and employer branding.• Collecting ongoing reporting data and regular dashboard data, ensuring accuracy and delivery to meet strict deadlines.

• Results-driven Senior Engagement Manager with a proven record leading large-scale recruitment projects, strategically shaping the success of RocketPower's engagement with Color through a short-term contract.• Navigated a delicate transition, collaborating with Color's Global Head of Talent to maintain a "green" state for the Color account and ensure operational excellence, consistently surpassing client expectations.• Orchestrated and directed end-to-end recruitment for technical and non-technical roles, managing a dedicated team of leaders, recruiters, and sourcers deployed to the Color account.• Developed and executed a strategic roadmap, consistently surpassing team targets.• Fostered and managed robust client relationships, adeptly handling all communications and negotiations.• Collaborated effectively with key stakeholders, promptly addressing requests and escalations.• Provided strategic insights through comprehensive team reporting, enhancing processes, and driving exceptional results.• Demonstrated proven success in strategic planning, effective communication, and talent management.• Oversaw and managed the full recruitment cycle of our internal team, from hiring and onboarding to training and performance evaluations.

• Promoted to Regional Manager for the Americas within 3 months. • Managed the CoE Sourcing Team in Mexico (12 direct reports) - hiring, coaching, training program, and career path development.• Responsible for the creation and management of the new Tech Recruitment team in Brazil (2 direct reports), and the strategy to grow the Engineering Office in that location. Full-cycle recruitment for engineering roles within the US and Latam (L5, L6, L7, L8).• In charge of the RPO implementation, and contract negotiations with external vendors, reducing costs by more than 35%.

• First-person hired outside of the United States to provide remote services for both the Latam Region and North America. • Responsible for the creation of the Recruiting department in South America (Brazil).

• Initially hired as an external consultant, then promoted after 2 months to Head of Talent. • Responsible for building, leading, and managing the new Talent Department and its processes for both companies (BC & RD), while hiring, educating, and training a group of 3 Tech Recruiters.• Successfully implemented new recruiting techniques and doubled the hiring capacity in less than 6 months.• Key contributor to new Business Strategies, running market research efforts to provide new branching options for the Business Development department and the CEO.• In less than 6 months successfully created and implement the following processes, their workflows, documentation, KPIs & metrics, and goals setting: Recruitment (both internally and for external clients),, Onboarding, Talent Market Research, Salary wages, Referral Program, HR Diagnosis, and Internal Performance Review.

• Responsible for restructuring the Talent (Technical Recruitment) department.• Running a diagnostic involving all HR areas, with a focus on Talent, in order to design, automate and manage new processes.• Responsible for Employer Brand creation, Referral program implementation, and Talent Marketing strategy creation.

Throughout 2019 my focus was set on building the HR Department for North America. I had a team of 4 people reporting directly to me. In less than a year, I successfully finished creating and implementing the following processes: Onboarding, Offboarding, HR Diagnosis, Referral Program expansion, Employee recognition initiatives, Employee conflicts resolution, HR Operations Software, Health Insurance coverage & enrollment, set up of 401k Retirement Plan, company policies, employee retention & engagement, and Company Internal Portal setup. Recruiting Team Management: • Managing the NA Recruiting team and supporting recruiting efforts in the US, Germany, and Asia. • Oversee the enhancement, documentation, and management of end-to-end employee lifecycle HR processes including New Hire Onboarding, orientation and integration, Employee changes, and Offboarding.HR Operations:• Bamboo HR Kick-Off Implementation for North America.• Proactively monitor employment laws for compliance and make recommendations to update policies as needed.• Drive the creation and execution of the HR operations strategy in partnership with global HR Business Partners.• Oversee the coordination of Internal Policies Setting.Learning & Development:• Help to define and develop the Performance Review process for US employees.• Oversee Trial period process fulfillment.• Career Path Design for all US employees.People Care:• Manage the delivery of employee recognition and engagement programs, and continually seek feedback from global HR teams and key stakeholders to improve programs.• Oversee People Care tasks (recognition, climate survey, employees’ issues assistance, integration events, Employee Merch).• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement.• Oversee employee benefits programs, such as health insurance, wellness/perks, 401k, and long-term development/retention programs.

• As a Recruiting Manager, I brought two new Senior Technical Recruiters on board, trained and mentored them, and was responsible for the expansion of the Talent Acquisition area in North America. • I also played a key role in the implementation of the new ATS globally (Workable), supervising and training other Sourcers and Recruiters in Europe.• During this second stage of my career in the company, I focused on creating a Referral Program, building the employer brand and identity, developing the Talent Marketing strategy, and escalating the Talent Department productivity, allowing the company to increase the North American headcount by over 6x. • By the end of 2018, I not only had a Recruiting Team and processes up and running, with successful results in the region, but also took over HR responsibilities, such as Annual HR Touch base meetings with every employee, climate survey, and HR diagnosis, reorganization of the onboarding process, employees recognition, corporate merchandising for employees, internal communications, and the creation of company policies.• Part of my responsibilities was also market research to enter new regions such as Western Europe and Asia, providing valuable input to start the expansion and search for new business opportunities.

• I was hired to build the Argentina HR Department and simultaneously support Recruiting activities for the US location.• After 3 months, I moved full-time to work for the US exclusively. I single-handedly recruited 2 new technical teams, one focused on DevOps and the other on Cloud-Native Development. And managed to recruit and onboard the first new 5 senior resources in less than 4 weeks.• During my first 5 months at the company, I created a new Database and Pipeline, designed and implemented the full-cycle recruiting process from scratch, and supported the growth and expansion of other Departments such as Sales and Marketing for multiple locations in South America, North America, and Europe.

Agency Tech Recruiting and headhunting for startups in the Silicon Valley area such as LendingClub, Upgrade, Tripping, and VaroMoney.

SI Group is a leading global developer and manufacturer of chemical intermediates, specialty resins, and solutions that are critical to the quality and performance of countless industrial and consumer goods.A global leader with a local presence in 10 countries, more than 2,700 employees, and customers in more than 90 countries. Their focus is on ten key market segments—rubber resins, antioxidants, fuels and lubricants, plastic additives, industrial resins, health and wellness, adhesive resins, surfactants, engineering plastics, and pharma and specialty.As an Associate Senior Recruiter, my main responsibilities include -but are not limited to the following:• Identifying and contacting potential candidates using a variety of tools, including job boards and social media.• Develop and implement sourcing strategy and channels to build relevant talent pools, through active and passive candidate recruiting. • Conducting Intake Meetings and Weekly Updates with Hiring Managers.• In charge of the full cycle recruiting process.• Networking through contacts.• Cold Calling.• Conducting in-depth screening interviews, preparing a Profile Report presenting qualified candidates accordingly, and performing a detailed follow-up of the submitted candidates. • Utilizing creative and innovative solutions to find qualified candidates for challenging and specialized technical positions.• Conducting market research to identify possible sources of talent. • Create and conduct internal training sessions about Social Media Sourcing and Digital Marketing Strategies, as well as IT Recruitment Strategies.

• Develop targeted recruitment strategies for clients• Posting positions in job boards, Colleges, social media, among others• Create tailored sourcing strategies • Conduct in-depth screening, behavioral interviews and perform a detailed follow up of the submitted candidates • In charge of the coordination between candidates and Client Facing Recruiters• Efficient management of client and company’s databases (Applicant Tracking Systems: Taleo and Avature)• SEM Taleo, Avature and LinkedIn• Consistently meeting and surpassing goals• Build strong business relationships with the clients•Create and conduct training sessions about Social Media Sourcing and Digital Marketing Strategies

• In charge of the full-cycle recruitment process, from the initial contact to the onboarding stage, for multiple technical positions (IT).• Providing services for the global internal customer (Global Shared Services IT).• Running competency-based interviews (behavioral interviews), to determine the right fit for each position assigned.• Developing a deeper understanding and knowledge of the business, in order to achieve excellent results.• Sourcing strategies development. • Following up on candidates and hiring managers to ensure building positive relationships.• Handling internal clients' needs and doubts.

Took this new role in November 2013• Extraction and analysis of reports • Internal searching of candidates • Proposing profiles to Managers to fill the required positions• Allocation of over 800 internal IT resources • Monitoring and updating assignments • Monitoring and control of open positions with the client• Training • Point of contact for every resource assigned to my Pool in both countries (for any Demand and Assignment needs)• Point of contact for Project Managers in both countries, to assist them in the creation of new Demand

• Responsible for the operational coordination of the ASG Scheduling Team • Quality control and compliance verification of metrics• Elaboration and analysis of internal ad-hoc reports • Elaboration and analysis of monthly reports for internal customer globally • Training Coordination • SLAs - Scope of services review and compliance • Team organization for our clients in ASG (Austria, Switzerland, and Germany)• Workload Distribution among team members • Team members recruiting • Training for new team members • Responsible for Transitions to India and China • Internal Communications

• Sourcing for candidates for our ASG internal client• Screening of candidates• Document management• Creation of offers• Hiring of new resources in Taleo System• Supporting the ASG Referral Team• Training for New Joiners• Gathering documentation and preparing manuals of internal processes

Logistics Support and Customer service for speakers and attendees.

During the APEC 2008 Event in Arequipa, my main responsibility was to serve as an official go-between for the APEC Secretariat Ambassador Michael Tay, as well as for Director of the WTO Pascal Lamy, and the diplomatic representatives of each of the Economies present at the Event. I was also in charge of handling their schedules and meetings, as well as coordinating the communications with the press, the private security and the national and international armed forces.