Position: Senior IT Recruiter
Category: Recruiter
English level: upper
Years of experience: 5

As an example, I can mention my experience with a company I worked with in 2022-2023. It was a startup for which I closed approximately 100 vacancies of different levels, from C-level to mid-level positions, across various departments such as IT development, marketing, and operations. When I started working with them, the company had a team of 10 people, and today it has grown into a successful product with 200 employees.
I've an idea what an effective recruitment process should look like and I can call myself a specialist with leadership experience who is able to set-up the full recruitment life-cycle process in a company (discussing vacancies with a hiring manager / dev team, setting up a search strategy, candidate sourcing, applicants' resume screening, phone and face-to-face interviewing, offer negotiation etc.) 

My expertise covers candidate sourcing, full-cycle recruitment, mentoring of recruiters, engagement with customers, and recruitment processes management.

I can be valuable for next reasons:

1. I've the ability to find new candidate sources and establish automated processes to populate the candidate pool for the company. This allows me to always have short-lists and contact details of relevant candidates at hand for further communication and to build a more effective recruitment process.

2. I always use candidate-oriented approaches in communication, which helps draw candidates' attention to the company and achieve a higher level of candidate engagement with the vacancies. At the same time, I am skilled at tactfully selecting candidates based on cultural fit and presenting potential candidates to hiring managers who are suitable in all aspects.

3. I'm autonomous and capable of independently finding new search sources, experimenting, implementing new approaches, and taking responsibility for closing vacancies.