Position: Head of Recruitment/ Recruitment Lead/ Senior Recruiter
Category: Recruiter
Experience: 8 years | English: upper


2022-2023 - HRD, "Bakksy"
It's a FinTech startup. I hired a basic team of 15 people in three months, senior level and above.
Duties:
- writing job requirements, searching for technical reviewers, and hiring employees
- building recruitment from scratch
- building HR processes from scratch: onboarding, 360-degree assessment, PDP, 1-1 meetings
- primary accounting
- introduction of training within the company
- development of the employer's brand


2017-2022 - Recruiter, Recruitment Lead, "G5 Games"
Since 2017 my ex-company "G5 Games" has been growing-from 350 employees in '17 to 1k in '21. Most of the employees were found and hired by a team of four recruiters. The average number of people hired per month was from 25 to 30. Most of them are middle/senior developer's level. My personal best for hiring was 18 people in one month. 
Duties:
Duties:
- a proper interaсtion of recruiting department with other departments, with clearly defined responsibilities for each party. From the moment of candidate's screening to their onboarding. 
- planning the department's size (the number of recruiters and researchers). To calculate it, I have developed an indicator taking into account planned hiring and unplanned hiring (statistics for recent years were used to calculate the percentage), taking into account employee layoffs and missed probation periods. This calculator turned out to be quite descriptive for the top management to use, which allowed to immediately understand how the department's payroll will change depending on changes in the company's plans. 
- compliance check of hiring according to the Labor Code of those countries the company collaborated with. 
- annual budgeting of the department, except for the payroll and reporting (costs for job portals, advertising, premium accounts,etc.) 
- definding all the duties and responsibilities of the team members, depending on the position held and depending on the level of experience. 
- the reviewing the grade and salary within the department (a 360 questionnaire) 
- the calculation of bonus system (aka KPI) for the recruiting team and the researchers' team (each team has its own)
- search and hire C-level candidates
- interviewing the candidates using metaprograms

2015-2017 - HR/Recruiter, "GrowFood"
Duties:
- search and hire technical and non-technical specialists
- primary accounting
- onboarding, 1-1 meetings
- Organization of events
My expectations first of all include reasonable management. A proper understanding from the company's top management of how important the HR department is and that without an efficient recruiting department and improving the employer's brand there can be no excellent reputation in the labor market and the expected growth. I am very tolerant of bureaucracy - it is simply impossible to work in large companies without it - but, nevertheless, I am not ready for situations where the budget for advertising is inadequate and is pending approval for weeks, and the deadlines for responding after an interview are expected to be constantly violated. I expect partnership, not autocracy.