Sara Heck Email & Phone Number

Dubai, Ae

DAMAC is the second biggest developer in the country and is reshaping the landscape of UAE since 2002. I’m also responsible for the roles at Amira Sajwani’s startups - Prypco. Top down, focused on CxO.My first goal was to uplift the searches using executive search strategies to attract and retain better Senior Leadership candidates (Managers to CxO). Since I joined I successfully placed every month from different complexities for the Group. Interviewed over 500 candidates in the first year from the top tier organizations in the UAE and globally.My conversion rate is over 75% in the first year on the metrics Time to Hire (TTH), Conversion, Offer Acceptance, Offer Rejection, Quality. I report into the Vice President of TA and oversee cross leadership functions and mapping for all companies and sectors of the Group, specially DAMAC Properties. I hold almost 10 years of experience in technical recruitment for different areas. My responsibility is to ensure recruitment full cycle (E2E) with little attrition, only possible due to my stakeholder management skill – briefing, kick off, short list, delivery, onboarding.Due to my tech & data driven profile, I started using LLM tools for non-interface chores. I also use Agile Methodologies (Scrum, Kanban) and tools (Trello, Notion, Excel) to strategically plan next steps and find bottom necks in the process on a daily basis, using problem solving techniques such as 5 Whys and 6 Thinking Hats.I personally take care of employer branding for each and every interaction I have with candidates to ensure that they are comfortably accepting joining DAMAC. Also, I’m partnering with HR Ops to get the operational part of the process done. Savings in agencies’ investment over 181% of my annual cost in new hiring (Senior Managers to Senior Directors) in my first year. If the role demands a high expertise, Agencies are my best friends.Tech stack: Oracle Fusion, Phenom, Linkedin Recruiter.

The Trabalhar em Dubai (TeD) project was designed for you who has always wanted to shift to an international career and build a legacy. There are no boundaries bigger than the barriers you create in your mind and if you design a strategic plan and structure yourself, your dream may come true earlier than ever.TeD presents multiple options of 1:1 guidance to make your international career work. From CV/Linkedin revamp, optimized and ready to be found by the market to a step-by-step to achieve your international career goals.Check us out at www.trabalharemdubai.com.brTech stack: Google Workspace.

Dubai, Ae

Reporting into the Head of People I managed a global structure of 4 Recruiters (UAE, India, Spain). Launched the area globally in a hyper growth stage leading over 150 open roles for different areas. We delivered 85% in less than 6 months in areas of Tech (frontend, backend, fullstack, engineering manager and QA), Product, Operations, Real Estate, Marketing & Digital Marketing, Growth and Sales.Implemented a data driven area, 100% focused on conversion and improvement and in active hunting over inbound applications (to max the productivity and speed the process).Developed training sessions weekly to improve processes and increase candidate experience. Process improvement of 15% WoW, including understanding the business and stakeholder management. The visibility given by the reports to HM helped to spot the blockers and insights from each search.Not only out of internal good practices you make a great area, so I also managed external partners and contracts negotiations - ATS (Bamboo and Greenhouse), external recruiters.During the Hiring Freeze stage we immediately pivoted the strategy to quality over quantity and delivered 100% of the remaining open roles in a span of 3 weeks.On a quarterly basis, work under OKRs methodologies presented to the Management Team.I knew since I moved to Dubai that this role would be a risk due to tech companies’ crisis around the world and the scaling up aggressive phase Huspy was facing. I went ahead anyway because this was an opportunity of a lifetime for me.As my gut was telling me when I joined, the market shifted abruptly, the company’s strategy changed, hiring freeze was announced and lay-offs happened. As Head of TA I knew I could not escape the faith of not being necessary in the moment that followed.Tech stack: Greenhouse, Bamboo HR, Google Workspace, Notion, Slack.

Los Angeles, Ca, Us

Korn Ferry was my acceptance into the big league, as part of a Top Tier Executive Search and Human Capital Solutions firm in the world. I was part of South America Chapter, overseeing Brazil for Consumer Goods, Retail, Industry and Technology. As Sr. Associate, my role had a direct impact on executive search business unit revenue, managing projects end-to-end without sales goals. Delivery and Strategy were the main parts of the job, along with stakeholder management and objective results with clients in the country and part of Matrix and Global structures in their HQs. I delivered 95% of the mandates I was responsible for, being the last 5% after I left, with the same candidates I presented.Main skills were: Full-life cycle Recruiting | Client and stakeholder management |Executive Positions (N-1 / C-Suite / SVP / VP / Directors) | Sourcing & Screening | Behavioral Interviewing |KPI's definition | Negotiation (from presentation to offer) | Data analysis People Analytics | Team management.I left Korn Ferry for the international experience and leadership exposure at Huspy in Dubai.

As one of the Founders of GFY I learned the perks and challenges of entrepreneurship in a traditional and pulverized market like executive search. Apart from structuring company and processes from scratch I helped develop Agile Search, agile methodology for search based on Scrum and evolving data. We doubled our revenue YoY since day #1.I was also responsible for search projects end-to-end from client hunting to delivery and billing. Most projects overseas with global clients hiring for their global structures. Client retention over 95%. As a small company with a bag full of dreams, I also led Marketing & Communication as CMO, responsible for internal & external communication, welcome kits for candidates and clients, commercial proposals, institutional information among other responsibilities.Co-managing a team of 2 Associates.Amongst the bucket of amazing and interesting roles we led, I’d like to highlight those:- Tech Recruiting: Engineering Director, Tech Lead, PMO, Scrum Master, CPO, Data Engineer, Engineer, Data Science, Chief of Staff, Martech, Conversion Rate Optimization, Cybersecurity, Data Privacy, User Acquisition (UA), User Experience (UX) , Corporate Technology, Quality Assurance(QA), and counting.- Corporate Recruiting: Talent Acquisition, Talent Manager, HRBP, Learning & Development, Compensation & Benefits, HR Head, HR Director, People & Management, Tech Recruiters (from Junior to Executive level), Treasury, Finance, Marketing, Sales.Tech stack: Vincere, Microsoft Office365, Linkedin Recruiter.

São Paulo, Sp, Br

2GET was the biggest Brazilian player in search industry before being acquired by Heidrick & Struggles in 2019 in the most relevant deal of the country. I was a Researcher for Consumer Goods & Retail for executive search. I was also part of the structuring team for the Agribusiness operation untill finaly migrated to full Agri Headhunter. Part of my job was accompanying meetings with clients for kick off and profile understanding, hunting ground definition, candidate's profile analysis, hunting and sourcing, telephone and face to face interviews, short list presentation to clients, project follow up, sign off and project management end to end.Active member of Communication and EVP committee, developing engagement actions, social media, internal and external content.Responsible for D&I Sr. Management positions.Reporting to Partners and Engagement ManagerTech stack: Invenias, Linkedin Recruiter.

São Paulo, Sp, Br

Temporary Researcher for Retail, Consumer Goods and Pharma segments. Tech stack: File Finder, Linkedin Recruiter.

São Paulo, Sp, Br

São Paulo, Sp, Br

Report to the Marketing Director.• Branding management, responsible for training, development and updating corporate materials. Interface of Marketing and PR agencies. • Planning the annual communication agenda focused on media publications, based on the media strategic goals.• Development of researches about the economic sectors we attend and about our provided services (from choosing the questions to layout and promotion). • Design of an internal communication tool aiming to approach employees to the corporate’s culture and to improve interpersonal relationships. • Design of greeting cards, press releases, thank you letters, reports and seminar presentations.• One promotion per year and qualified as “Excellent” by 360º evaluations.

Bachelor'S Degree, Jornalism

Marketing Digital - Shift, Digital Marketing

Esl - English As A Second Language, English Language And Literature/Letters