Juan

- Achieved a 172% increase in company headcount within 2 years, aligning recruitment strategies with organizational growth objectives.

- Spearheaded the digital transformation of HR processes, improving efficiency and scalability.

- Defined and deployed company culture strategies, fostering a positive and inclusive workplace environment.

- Revamped total rewards strategy addressing financial scalability by reducing +100k in salary increases

- Implemented a performance metrics-driven system for employee evaluation.

- Refined company HR policies and procedures.

- Reduced costs by 30% in the company's offsite.

- Led a team of 4 talent acquisition specialists in Eastern Europe.

- In charge of negotiations with US & Canadian clients for software development nearshore services.

- Led talent acquisition and local employer branding strategies and reports.

- Screening and interviewing process for tech roles.

- Participate in webinars, and conferences and act as a moderator for corporate virtual events.

- Established employer branding initiatives, enhancing regional talent pipelines.

- Job offer process, hiring, and negotiation skills for selected candidates.

-Reduced time-to-hire by 20% through process optimization and data-driven strategies.

-Led a team of four talent acquisition specialists, delivering top-tier software talent for U.S. clients.

-Negotiations with US clients for software development nearshore services.

-Led talent acquisition strategies and reports to C-level.

-Screening and interviewing process for software developers, DevOps, QAs, project managers, Business analysts, Technical directors.

-Key account manager for US clients to understand their technical needs and requirements.

-Job offer process, hiring, and negotiation skills for potential candidates.-Reduced time-to-hire by 20% through process optimization and data-driven strategies. -Led a team of four talent acquisition specialists, delivering top-tier software talent for U.S. clients.

-Negotiations with US clients for software development nearshore services.

-Led talent acquisition strategies and reports to C-level.

-Screening and interviewing process for software developers, DevOps, QAs, project managers, Business analysts, and Technical directors.

-Key account manager for US clients to understand their technical needs and requirements.

-Job offer process, hiring, and negotiation skills for potential candidates.

-Reporting to the CEO of the company, my role was to maintain and enhance the organisation's human talent department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Including onboarding, talent acquisition, payroll, PTO planning, performance assessment, employer branding, company culture, legal and administrative activities.

-Define a recruiting, testing, and interviewing program, counselling managers on candidate selection, conduct and analyze exit interviews, and recommend process changes to the leadership team.

-Consolidated the software development team in Colombia, improving team cohesion and retention.

-Ensure legal compliance by monitoring and implementing human resource policies and requirements.

-Maintained historical human talent records by designing a filing and retrieval system, and keeping past and current records.

-Maintain human talent staff by recruiting, selecting, orienting, and training employees.

Acquisition and negotiation with new clients

Pipeline and Forecast accomplishment

Monthly pipeline of $ 10,000 USD

360 talent acquisition for national and international clients

Middle management interviews and assessments

Follow up with the client and the candidates during the hiring process

-Talent acquisition for strategic roles for one of the best clinics in Colombia.

-Assessment Centers.

-Recommend the best candidates to hiring managers to choose the most competent candidate.

-Proper management of job postings, university employment portals and social media platforms.

-Manage 3rd party talent acquisition providers to delegate specific roles.

-Database management to track hiring processes.

-Build a flow diagram of the end of end hiring process.