Paul Mensah

• Coordinated job fairs and networking events, increased brand visibility.
• Enhanced employer brand recognition with innovative marketing campaigns.
• Developed talent acquisition strategies by collaborating with internal stakeholders.
• Been an incremental part of the process regarding up skilling and pushing AI & ML driven hiring within engineering squad
• Looking after 36 live requisitions driving 360 recruitment along with managing stakeholders expectations around pipeline requirements
• Process driven, having informative conversations with stakeholders and educate in them with real-time market analysis and candidates expectations
• Reducing time taken to higher by 30%. Implementing pipeline candidates grouping similar roles and presenting candidates you have successfully passed interview process. This allows us to be more efficient and accelerating or hiring targets
• During the time at LSEG I have placed over £1.6 million in candidate offers this number will continue to grow
• Handling complex candidate problems by asking questions in a professional manner to ensure a harmonious working environment
• Used to work on business critical missions, especially within the Fintech section now with lots of regulations and restrictions always seeking to understand
• Was an overachiever in my bonus review. Achieving over 126% which was an awesome achievement being new to the Fintech space as my focus is machine learning, MLOps, AI, Computer vision, data and infrastructure

Talent Acquisition Partner | AI & Engineering Focus

• Partnered closely with HR to align talent acquisition strategies with evolving business needs, ensuring smooth integration and immediate impact.
• Built strong, collaborative relationships with hiring managers to improve alignment, speed, and quality of hires.
• Conducted in-depth market research to shape a targeted recruitment approach, focusing on AI, Machine Learning Engineers, and Infrastructure Engineering roles.
• Regularly engaged internal stakeholders to qualify technical requirements, tech stacks, and team needs, translating these into effective go-to-market strategies.
• Actively covered 15+ open roles across mid, senior, staff, and principal levels, with a strong focus on Python, distributed systems, scalability, and data-intensive engineering.
• Committed to hiring top-tier talent, targeting the top 1% in software engineering globally.
• Led with data, driving internal initiatives and influencing decisions through market insights and comprehensive recruitment reporting.
• Within just four months, contributed to 6 successful hires with 2 additional offers pending. Demonstrating speed, quality, and adaptability.
• Streamlined hiring processes by launching innovative sourcing strategies, including Sourcerthons and hiring manager outreach campaigns.
• Demonstrated flexibility by supporting recruitment across both UK and U.S. regions, effectively managing priorities across time zones.
• Maintained up-to-date knowledge of compliance frameworks, ensuring recruitment activity adhered to current standards.
• Tech stack includes: Google Workspace, Greenhouse, Juicebox, GoodTime, Atlassian Suite, and CoderPad.

Key Achievements & Responsibilities:

• Championed corporate social responsibility initiatives, enhancing the firm’s public image and stakeholder confidence.
• Facilitated increased revenue through operational efficiencies.
• Adding comprehensive market research initiatives, providing actionable insights that supported data-driven decision-making. (LinkedIn insights)
• Gave innovative business insights regarding salaries, compensation, and interview suggestions, contributing to outperforming market competitors.(excel, spreadsheets.)

Microsoft EMEA Initiative:

• Among the first teams to launch the Microsoft hiring initiative across the EMEA account, covering various European locations including Romania, Serbia, Prague, and Poland.
• Successfully built out the Microsoft AI team in Romania, delivering high-caliber candidates across critical tech functions. Successfully delivering 18 hires to the Romanian account alone.
• Liaised closely with stakeholders to understand role requirements and translated them into clear, engaging messaging for candidates.
• Maintained weekly sync-ups with senior managers, sharing real-time market insights and salary benchmarks to ensure competitive offerings and reduce talent loss.
• Hosted internal meetings on behalf of Microsoft to drive engagement across the wider Talentful team.

Process Optimization & Impact:

• Part of the team that proposed bi-monthly hiring event days, condensing four interviews into one day significantly reducing time-to-hire metrics and saving costs.
• Contributed to over 26 successful hires, including seven TC4-level senior tech specialists who made an immediate impact at Microsoft.
• Led a fortnightly insights report for Romania and Serbia, presented to senior Microsoft stakeholders, offering up-to-date analysis on hiring trends, market shifts, and strategic recommendations.Liaised with stakeholders to find out role requirements and make it digestible for candidates.
• Had weekly sync ups with higher managers keeping them informed about market trends as well as providing them information on salary to ensure that what we put out is competitive and we're not losing any talent
• Hosted meetings on behalf of Microsoft for the wider Talentful team to drive internal engagement.
• My technical stack; Icims, Codility, Microsoft suit, Microsoft teams, Excel, LinkedIn, LinkedIn insights

Talentful → Microsoft → Wayve

• Joined Talentful on a six-month contract as a Talent Sourcer to support the Microsoft account. Quickly acclimated to the nature of RPO and proactively contributed to process improvements and strategic recommendations from the outset.
• Took initiative to join company-wide projects and was soon recognised by senior leadership for my contributions, both client-facing and internally.
• Selected to join Talentful’s Diversity, Equity & Inclusion team, and appointed as the racial and ethnic point of contact for the entire business, a role granted based on my strong interpersonal skills and inclusive engagement across teams.
• Due to exceptional delivery on the Microsoft account, I was recognised in the end-of-year company seminar, acknowledged publicly alongside just two others for outstanding performance. This recognition came with gifts and additional compensation.
• My contract was extended multiple times across several Microsoft team restructures and workforce reductions. Despite downsizing, I consistently remained on the team due to high performance and was ultimately made a permanent employee at Talentful.
• Championed various internal initiatives to boost collaboration and morale across distributed teams. Launched a movie club, delivered presentations on culture and team bonding, and helped bridge communication gaps typical in RPO models.
• As the Microsoft engagement wound down, I was the second Talentful team member selected to transition into Wayve, a high-growth UK-based autonomous vehicle start-up.
• Embedded rapidly into the Wayve team, earning trust and contributing meaningfully within just two weeks, despite an expected onboarding period of 6 weeks.
• Currently supporting high-impact hiring across software engineering, with a focus on the top 1% of talent. Roles span Computer Vision, Deep Learning, Machine Learning, Robotics, Infrastructure, and Autonomy.
• Playing a pivotal role in shaping processes at Wayve by leveraging data, metrics, and market insights to influence stakeholders and set achievable hiring targets.
• Driving sourcing strategies, aligning closely with hiring managers, and working flexible hours across UK and U.S. time zones to ensure hiring success in a scaling start-up environment.

• Distributed is a startup that specialises in software development. They have partnered with leading organisations, such as BT, Capita, NHS, and Hitachi, to find the best tech talent
• As a Talent Fulfillment Specialist within the Talent Acquisition team, my responsibilities included managing the candidate journey and account management. I primarily worked with British Telecoms (BT)
• Responsible for managing multiple accounts for BT across different regions, averaging 2.8 hires a month globaly
• My candidate fill rate averaged 88%, with a service level agreement (SLA) of 3-5 days
• Proactively adapting to changing requirements and identifying pain points, such as introducing a CV editing platform, drastically reduced the time it takes to produce a formatted CV compared to working with a third party
• Providing end-to-end recruitment services for technical and non-technical roles while adhering to service level agreements (SLAs)
• Aimed to simplify the recruitment process by using a data-driven approach that assesses the quality of hires, number of candidates, manager experience, time to hire, and cost
• Analysing the metrics, I identified areas for improvement. To address this, I implemented candidate packs, surveys, and interview kits. This reduced applicant drop-off rates from 46% to 82%
• I have successfully delivered top talent by building a robust pipeline through direct sourcing and social media
• One of my responsibilities was to identify any skills and knowledge gaps in the team and to organise a succession planning process to ensure that the organisation's needs were met
• Delivered 26 hires spceicailly for BT in the contract market and 8 hires for our internail accounts, resulting in over £380,000 GDP and a 25% increase in the total number of contract runners
• Collaborated with stakeholders and the delivery team to ensure that candidates underwent an interview process using Codility and Coderbyte. This resulted in more effective candidate assessments, and reduced payroll and onboarding costs by 30%, whiles decreasing the time-to-hire rate by 68%
• Coached the talent acquisition team through meetings and presentations, mentoring them on consultative candidate qualification techniques and effective offer presentations. Leading to better candidate qualifications and a 22% reduction in candidate drop-offs
• I have made companies weekly shout out multiple times where stakeholders have given the praise for carrying the fulfilment team, as well as referring to me as a Swiss Army knife

• Partnering with Europe's most ambitious tech companies and game studios to help them recruit top talent at all stages of growth
• Headhunted and hired art designers, testers, game designers, and level designers to build world-shaping products and platforms
• Actively sourced and placed talent for clients such as Hutch, Supercell and Scopley
• I work with stakeholders to enhance their hiring process by incorporating game-focused data-driven strategies
• Ensured seamless end-to-end recruitment process, from job posting to offer acceptance
• Coached candidates to prepare and succeed in job interviews

• The following technologies are within my expertise: DevOps, Java Development, C#/.NET Development, Full Stack Web Development, and QA Testing (including Automated, Manual, and Software Engineers in Test)
• My role involves managing and delivering accounts, building a talent pool, headhunting for technology-focused skillsets, providing leadership, and conducting training and development
• As a Third Republic support specialist, I implemented modern recruitment methods to access new and diverse talent pools for volume hiring
• Doubled the success rate of the hiring process and streamlined it through engagement and market mapping, resulting in a turnover of 489 new candidates on the in-house CRM system
• When I'm sourcing for the best talent, I prioritize diversity and equality. To support this, I participate in round table virtual meetings for women in tech. During these meetings, we discuss how we can promote diversity in our workforces and explore ways to achieve better equality
• Attending weekly meetings with my project manager to discuss candidate status throughout the hiring process. We are always thinking of new ways to make the hiring more effective and smoother

• I completed a 2-week training course that provided me with the fundamental skills required to become a recruiter
• Through my recent experiences, I have gained a more comprehensive understanding of how to communicate clearly during a conversation
• Consultant ranked in top 5 for averaging 8-10 hrs/wk on outbound calls
• Assigned to pull out results and leads for the Netherlands contract market. I and two other contractors closed three positions with Atos and Dutch Railway
• Attended meetings to source new job opportunities, bringing in clients like Goldman Sachs and closing two hires
• Provided technical sourcing expertise and client support, increasing overall productivity by 83%