Berlin, Berlin, Germany
✨ I lead hiring turnarounds and set up teams that keep shipping hires. ✨ My focus: clear process, strong candidate care, and simple messages that reach the right people. ✨ I have run interim mandates for startups/scaleups and mid-size firms in different lifecycle phases. ✨ I train hiring managers, cut time to hire, and raise acceptance rates with clean offers and honest expectations.
** Engineering mit Verantwortung ** TREYSTA verbindet zukunftsweisende Ingenieurkompetenz mit regionaler Expertise in der Infrastrukturplanung. Als führende Firmengruppe für mittelständische Ingenieurbüros entwickeln wir im operativen und strategischen Verbund innovative Lösungen für komplexe Infrastrukturprojekte. Nachhaltigkeit ist dabei ein übergeordnetes Ziel, das wir in allen Aspekten unserer Arbeit anstreben.
* Hands-on recruiting, mostly in the field of Tech & Product, Finance & HR (Junior till C-Level) * Honored to lead and develop a fantastic team of 4 remote Talent Acquisition Specialists, encouraging growth and excellence via half-yearly development cycles * Supporting the team with all necessary resources, tools, and a listening ear to help everyone reach their potential #RadicalCandor * Ensuring balanced project distribution and workload * Working directly with clients as an "Interim Head of Talent Acquisition" to bring fresh ideas and tackle on-site challenges * Developing tailored recruiting strategies that help companies find the right talent more efficiently * Leading workshops to empower client recruiting teams for the talent market and strengthen their internal capabilities * Optimizing and advising on recruiting processes with a focus on efficiency and quality * Conducting market analyses and sharing strategic insights to help clients position themselves effectively * Gaining new experiences and insights that benefit both my team and clients, laying the foundation for lasting success * Working primarily with clients from the startup and scale-up environment, where fast processes are key, as well as with established SMEs * Side hustle in ATS implementation projects (Recruitee, Personio, HiBob)
* Led the Tech, Product & Data recruitment department (~50 hires / year) * Fair, diverse, skill-based, and personal recruitment, ensure we always focus on a great candidate journey * Holistic 360° recruitment & Stakeholder management (22 Stakeholder/Hiring Manager) * Full approach to candidate experience and the overall great candidate journey at Mister Spex ** Therefore launched and drove multiple interdisciplinary projects to shape internal processes, guidelines, SLAs, best practices, etc. * Employer Branding for the Tech, Product & Data department * Responsible for the overall recruiting strategy, budgets, partnerships, and process optimization * HRBP topics for our Tech, Product & Data department (~140 people inc. 3 C-Level and 5 Head Of's) * Setting up and launch of "Peakon by Workday" as employee feedback tool * Integration, SetUp, and optimization of Workday as ATS (KeyUser role) * Semi-automated interview coordination through the implementation of MS Bookings*
**Durstexpress got closed by Dr.Oetker** * Building up the IT department (from 20 to +100 colleagues in 13 months) DEPARTMENTS: .NET Backend, PHP-Magento, QA, DevOps, IT Operations/Infrastructure, React Frontend, UX/UI, Android & iOS Mobile, Product, DataEngineering, DataScience, BI Analysts * Fully scaled teams from zero (incl. Teamlead): QA, DevOps, UX/UI * Implemented diverse recruiting (20+ nationalities) and raised the number of female developers from 0 to 12; incl. 1 female IT team lead * Time-To-Offer in IT: 20.3 days * Implementation of the recruiting software "Personio" (incl. complete set-up, process & workflow design, training,...) TA TEAM ACHIEVEMENTS: * Scaled the headquarters from 30 up to over 200 colleagues within 1,5 years * Definition and implementation of the recruiting strategy aligned with business goals * Conceptualizing and development of the Employer Branding Strategy * Creation of active sourcing guidelines * Strategically shaping candidate experience * Ensure recruiting scalability through two different processes in the hyper-growth phase: ** Process 1: Full-cycle recruiting for the highest priority roles. ** Process 2: Self-service model for Hiring Managers (Talent Acquisition tasks here: Monitoring process speed, interviews, salary decisions & offer strategy). * Implementation of HR Performance Marketing * Implementation of a performance & budget KPI dashboard for the team and management (with important metrics and a reporting infrastructure to increase the quality of our decisions) * Set-up and process design for talent pool management * Development of professional onboarding days * Semi-automated interview coordination through implementation of MS Bookings
"Your partner in Tech, Creative/Design & Marketing related jobs!" * Building and establish the new "permanent team" at Madison Black * Focus on "digital professional in DACH"