Berlin, Berlin, Germany
OLX is a global leader in facilitating trade. It builds leading marketplace ecosystems enabled by tech, powered by trust, and loved by its customers. Serving hundreds of millions of people every month across five continents, OLX helps people buy and sell cars, find housing, get jobs, buy and sell household goods, and much more. Its well-loved consumer brands (including OLX, OLX Autos, Otomoto, Property24, and more) offer safe, smart, and convenient trading platforms and services for its customers. OLX is powered by teams around the world, who are unified in their ambition to help people get more from the world’s limited resources. For more information, visit www.olxgroup.com.
As Director Talent Attraction & Acquisition I am overseeing all recruitment and Employer Brand efforts for OLX globally. With strong teams in place for PDT, Commercial, Exec hiring and EB it is my responsibility to provide one overarching vision & mission as well as structure & strategy to make OLX the employer of choice and to attract & hire best talent for OLX. Everyone in our TA org is following an advisory model. Recruiters, CX Specialists, TA Managers and Employer Brand specialist and myself - everyone aims to act as and advisory partner for the business. We advocate for talent and guide stakeholders to make best best possible business decisions.
As Global Head of Talent Acquisition I am responsible for all recruitment activities at OLX globally (PDT, Commercial & Executive Recruitment) and leading our Candidate Satisfaction efforts on all fronts.
As Global Head of Talent Acquisition (PDT) at OLX Group I am globally heading the PDT Talent Acquisition team located in Europe, India and Latin America and owning PDT TA strategy and delivery, for one of the world’s fastest-growing networks of trading platforms. My team drives hiring for product, data and technology roles across Europe, India and Latin America.
We are further on continuously improving Talent Acquisition approach, structure, processes and our mind set in general here at reBuy. And with adding an amazing EB Manager to my team we also added a completely new and exciting layer to our work. We just started the journey of creating a hands on framework for Employer Branding here - a lot of firsts for us: having an EVP formulated, creating great content and play it out on well chosen channels, discussing values, culture and what it really means working here... super exiting times and many great things to do to add more and more value to talent acquisition and reBuy as a company.
Due to a successful and profitable business model (>100 million sales in 2017) reBuy is further fostering international growth. And guess what... recruitment is very very busy :) Team and processes in Recruiting have taken a tremendous jump since we started as a dedicated rec team in 2016. Today processes are running efficient and smoothly and we are actually strongly focusing on TECH and Brand while driving international hires. Still a lot of amazing things to do and still having much fun to learn and develop as a team with every new challenge.
Actually I am building up an amazing recruiting team here at reBuy with most creative and dynamic recruiters I can find. First time in history recruiting is as its own team here and we want to improve processes and structures, implement new ideas and attract best talent and most creative minds to reBuy. You want to know what it is all about with reBuy? Then check out our job site now! Read you through the amazing reBuy story or surf directly through our vacancies. Just one click… http://jobs.rebuy.de/ We are really looking forward to get to know you!
Beginning of 2014 I was asked to take on more responsibility and to help building up a Recruitment Center of Excellence for all EMEA. In this role I am leading an international team of up to 12 recruiters (located in 4 different countries) who are hiring talent in 12 different countries in central and southern Europe. We are building up an EMEA wide structure to bring recruiting up to the next level. In this role I am reporting directly into the Head of Talent Acquisition EMEA. Bringing in my own ideas, building things up from scratch, make things happen and developing my team is what I am thrilled about every day here at Groupon.
After 1.5 years of recruiting at Groupon I was asked to manage the recruiting team for Sales & Operations in DACH. I grew with the role and managed a team up to 6 recruiters responsible for all Sales & Operations recruiting in DACH. In this time we grew in team size and hiring numbers. Largest improvement in this time we made in terms of tracking recruitment KPIs and increasing the quality of hires by developing a structured and competency based recruiting approach and provide training for recruiters and hiring managers.
Coming back from Australia I started with Groupon in Recruiting. I was responsible for Sales and Operation Roles for the southern region in Germany. Growing with Groupon I did everything conceivable from high volume recruitment with time pressured recruiting days, open door recruitment events to more quality oriented recruiting actions like assessment center and competency based interviewing. Any time I was fully responsible for the whole recruiting chain from direct search to negotiation and onboarding. Thanks to Clara (my old boss) who always supported me and gave me the room to work autonomously and develop my own recruitment projects.
As part of my psychology studies I started at Siemens AG with an internship in HR. Beside supporting the HR Manager in daily business and strategic projects my main task was to develop, execute and evaluate a scientifically status- & needs assessment regarding management competencies. The outcome - an individualized evaluation form was - used for all upcoming annual development meetings. I was asked by Siemens to write my diploma thesis in support with the company. I was happy to and wrote following diploma thesis: "Managing the demographic change successfully - analysis of leadership behaviors from the perspective of an aging workforce on the example of Siemens AG in Berlin". General outcome was, that individualized leadership behavior is effecting the performance of older employees in a positive way. Reason for this is, that the range of physically and psychological performance is way larger for a group of older employees. Individual leadership is the key.