Marielisa Cabrera

Worked as a Senior Talent Acquisition managing all functions for our technology teams. The business is going through investment and expansion and my main function is to implement processes for each department (Data, Engineering, Infrastructure and DevOps) as well as new team members

Responsibilities include:

• Implemented and executed talent acquisition strategies to attract top technology professionals, resulting in a significant increase in qualified candidate pool
• Managed full-cycle recruitment processes for technology positions, including sourcing, screening, interviewing, and negotiating offers
• Developed and maintained strong relationships with hiring managers and key stakeholders to ensure alignment on hiring needs, timelines, and candidate requirements
• Utilized innovative sourcing techniques, such as social media recruiting, networking events, and industry partnerships, to identify and engage with passive candidates
• Led employer branding initiatives to enhance the company's reputation as an employer of choice within the technology industry
• Collaborated with hiring managers to create and refine job descriptions and specifications, ensuring accuracy and alignment with hiring goals
• Implemented applicant tracking systems and utilized data analytics to track recruitment metrics, identify trends, and drive continuous improvement in talent acquisition processes
• Developed and executed diversity and inclusion recruitment strategies to foster a diverse workforce and promote an inclusive hiring environment
• Provided guidance and coaching to hiring managers on effective interviewing techniques and best practices for candidate assessment
• Stayed abreast of industry trends and market intelligence to inform talent acquisition strategies and ensure competitiveness in attracting top technology talent

Achievements:

• I hired over 80 software engineers, all at the C-level and in the C-Suite.
• I contributed to the diversity of the engineering team by increasing the representation of females from 13% to 42%.
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• Currently helping scale a start-up (FONOA) to triple its size in 2021
• Working closely with the
• Headof Talent to build a hiring strategy, bring an ATS in-house, sourcing tools and candidate pipelines
• Hiring for the technology teams (Engineering, Product & Infrastructure) as well ascommercial in UK/EU & US
• Lorien (post merger in

• Working as a technology specialist in Software Development managing the full lifecycle recruitment process as a 360 recruiter, a team lead and an on-site talent advisor
• I work in partnership with my clients to create bespoke solutions for the business, to attract the best talent in the market, to makethe process as streamlined, efficient and painless as possible, all whilst ensuring the candidate journey is the best experience possible
• Main Responsibilities:
• Led recruitment projects for specific clients to find the best candidates on the market for technology and cultural fit
• This includes devising and tailoring multiple solutions across contingency-based recruitment, mini RPOs/MSPs, retained recruitment, and exclusivity agreements
• 360 recruitment - qualifying roles, providing advice and consultancy, advertising, creating Linkedin projects, qualifying candidates and providing consultancy, CV writing, arranging interviews, debriefing, managing expectations, managing and negotiating offers, closing deals and managing the onboarding process
• Building a recruitment proposal tailored to individual clients hiring needs and internal processes through meeting key stakeholders and creating key SLAs, advising on candidate availability, salaries and helping to write job specs and candidate packs where necessary
• Manage a team of 4 consultants across different development verticals (PHP
• C#.NET, Python, JavaScript) ensuring they exceed their billings targets and they have a consistent and sustainable pipeline of business and a strong candidate pool
• Interviewing, onboarding and training of new hires (For Onezeero & Clients)
• Advising clients on-site to build a talent attraction strategy to support their hiring needs
• Advising on recruitment processes and best practice
• Building long-term relationships with hiring managers
• Keeping up to date with the market in order to update or adapt the hiring process, salaries and interviews to the demands of each role
• Handling private information in a professional and discrete way
• GoHenry- Fintech- StartUp
• In Jan 2020 I took a project working onsite for a Fintech start-up dedicated to helping parents educate their kids about finance and money
• The CTO, whom I have worked with as a recruiter, asked for helpto expand the software team by 6
• After building a proposal for them to work in- house as part of their team overlooking their day-to-day culture, we started the journey
• Between mid-January and February, we successfully hired 6 software developers (Java, PHP and Front end Angular)
• Currently,still working with them virtually through another expansion for Software Developers and DevOps
• KMPG:
• During my career with Lorien, I have had the opportunity to work closely with hiring managers onsite one of the most influential brands in the world: KPMG
• I have worked in- house with themfor a 4 months project in their offices in Manchester
• During this time, I was looking after the recruitment process for Software Developers to join the business
• My main responsibilities were dealing directly with the line managers, managing the end to end recruitment process from candidate sourcing to CV sent, discussing of feedback, booking and conducting interviews, offer signed off by HR, delivering the offer to the candidate, getting the employmentcontract out and welcome them on their first day
• Rightmove:
• Last but not less important, I had the pleasure of working in-house with one of the most influential and well-respected property technology brands in the UK: RightMove
• They were in theprocess to expand their team in the London office considerably with a number of roles open for all their tech divisions: Testing, Software Development, Data Analytics and Infrastructure
• After building a proposal for them to compete with other providers, I am very proud to celebrate the success of joining them on an exclusive agreement to help them (alongside my team) to hire all theirtech talent
• This was a huge success during the first lockdown in England back in March 2020
• We asa team were very grateful to have such a demanding project to deliver on and have made over 17 hires with them this year and still have over 12 open roles
• After taking part on in-house projects, I have realized how much I enjoyed the strategic side of recruitment as well as the importance of building strong relationships with the hiring managers to have a high level of understanding towards their needs and the team.

• Dedicated Senior Tech recruiter specialising in attracting Software Developers for my clients in theNorth West and London
• Main Responsibilities:
• Managing the hiring process- end to end
• Leasing with different line managers to help them with their growth plans for theengineering teams
• Advising on the way to recruit for specific roles and needs according to the marketstrategies
• Running webinars and tech events to discuss the latest updates in the tech market as well aschallenges and new strategies
• Performing face to face and telephone interviews with candidates
• Attend local software development events and meet-ups
• Achieve KPI's.

• During my role, I specialise in head hunting the best talent in the technology market for different clients around the UK
• The roles I recruit for are: Software/Web Developers
• Software Engineers,Product Developers
• Partnering with hiring managers to determine staffing needs
• Screening resumes
• Achieve KPI's
• Consistent billing and build new business relationships
• Performing in person and phone interviews with candidates
• Business development
• Build my market with new clients
• Place suitable candidates within the technical market
• Maintaining relationships with both internal and external clients to ensure staffing goals areachieved
• Attend local professional meetings and membership development meetings.

• Management of promotional spaces and retail merchandising units available in shopping centresaround the UK and Europe
• Responsibilities:
• Inbound and Outbound Sales
• Negotiating the terms of an agreement and closing sales
• Creating detailed proposal documents, often as part of a formal bidding process
• Reviewing my own sales performance and aiming to meet and exceed sales targets
• Attending team meetings and sharing best practice with colleagues
• Managing bookings for the client
• Meeting sales targets for each quarter and week
• Online sales
• Telephone sales.

• Kaplaninternational.com
• A division of Kaplan Inc, an educational subsidiary of Graham Holdings Company, Kaplan
• International English (KIE) is a leading provider of international education
• With more than 45locations in the UK, Ireland, USA, Canada, Australia and New Zealand, Kaplan
• International English offers an extensive range of English language and university pathways programmes
• Responsibilities:
• Control of the direct and indirect sales team
• Supporting and mentoring the sales agents
• Supervising the enrolment process
• Monitoring students while they are at the school
• Customer care
• Responsible for meeting the sales targets for each region
• Managing and reviewing the sales opportunities and sales funnels in the CRM (Salesforce)

• Inbound & Outbound Sales
• Networking events to create awareness of the brand
• Customer Care
• Monitoring the progress of each student (Pre departure and post-sale)
• Management of the CRM