Olha Hrekh

• Established and managed the company's recruitment plan and objectives;
• Helped and coached the leads team to ensure the recruiting process was conducted properly;
• Managing, training, and evaluating the team of recruiters (regular one-to-ones, PDPs and etc.);
• Devised hiring and recruitment policies for 150-employee company;
• Tracked the recruiting budget;
• Communicated and implemented recruiting best practices to provide great candidate experience;
• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent;
• Facilitated monthly professional development research to stay current on hiring and industry trends;
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress;
• Being a member of the business board, report directly to CEO.

• Developing from scratch and agreeing on the company's recruitment strategy and budget;
• Driving the adoption of consistent recruiting, interviewing, and hiring practices that support a strong candidate experience;
• Managing external partnerships with agencies, job boards, and HR software vendors;
• Offering full-cycle recruitment for senior and lead candidates;
• Implementing online and offline employer branding activities;
• Forecasting hiring needs based on growth plans;
• Setting key recruitment metrics, like the source of hire and time-to-hire;
• Introducing Kanban/Scrum into the team.

Recrutessa is a side project launched byour Rebbix recruitment team in digital marketing aimed to attract candidates in new ways possible. We generated over 40K followers across different social media platforms in 6 months - with the help of this project, we filled 30% of Rebbix vacancies.

• Helped with launch of the project, coordinated external vendors and creative part;
• Produced and distributed internal and external communications;
• Developed brand media relations strategies that bolstered community awareness and knowledge.

Worked with JKO Connect on a part-time consultancy basis.

• Design and implement streamlined recruitment processes tailored to the project's specific requirements;
• Create clear and concise standard operating procedures (SOPs) for key stages of the recruitment cycle;
• Work closely with hiring managers to understand urgent hiring needs and provide expert guidance on recruitment best practices;
• Train hiring managers on effective interviewing techniques and the use of any new recruitment tools introduced;
• Implement a structured candidate assessment process, including initial screening and standardized interview questions;
• Ensure the selection criteria are clear and consistently applied;
• Ensure all recruitment activities comply with legal and regulatory requirements, as well as company policies.

Achievements:

• Started and implemented recruitment process from scratch inside the company and with clients;
• Implemented overall recruiting strategy;
• Helped to define roles and job titles;
• Set a clear process with external recruitment vendors;
• Set recruitment analytics.

Responsibilities:

• Develop and update job titles, job descriptions, and job specifications;
• Communication and negotiations with key stakeholders and company clients;
• Prepare recruitment materials and post jobs to the appropriate job boards;
• Full-cycle recruitment and executive search of IT specialists;
• Provide analytical and well documented recruiting reports.

Achievements:

• Top Performer of the Year;
• Recruited 2/5 of the company's employees for 1,5 years;
• Set the system of recruitment promotions from the internal talent pool - raised up 5 researchers to recruiters;
• Helped company to reduce costs on recruitment by 30%;
• Coordinated several projects and teams to achieve more qualified recruitment.

Main responsibilities:

• Manage the entire recruiting process from planning and sourcing to candidate interviewing and employment offers;
• Communicating with the business unit managers to determine employment needs and to facilitate an effective and efficient recruiting effort;
• Recruitment of C-level executives, tech leads, architects, developers;
• Utilize a variety of recruitment resources including referrals, databases, websites, social media, LinkedIn and networking events to attract qualified candidates;
• Work with the business unit managers and candidates to negotiate employment terms and to finalize offers of employment;
• Maintain a database of candidate records, including active and passive prospects, interview process status and update records;
• Provide coaching and guidance to more junior level recruiting staff.