Paris-Pantheon-Assas University

TBS Education

University of the West of Scotland

Head of Talent @ Alan

🏡 Zefir est la 1e plateforme immobilière de vente collective. En répartissant les rôles de la vente entre plusieurs agents, Zefir assure une rémunération équitable à chacun, centralise leur carnet d’adresse d'acheteurs et accélère les changements de vie. 🚀

On recrute ! https://jobs.zefir.fr/

Zefir

People & Talent Lead

Alan unlocks frictionless, fair, and friendly healthcare for everyone. Alan's ambition is to transform the healthcare industry into a more human-centric experience that delivers better care for all. Alan has raised more than €125m with leading investors such as Index and Temasek since its creation in 2016.

Over my 3 years at Alan, I:
- Was the 1st employee in Talent & People, built the function and team by leading hiring efforts, bringing it to 5 people in Talent and 3 in People at its fullest.
- Built our hiring process to foster excellence, remove bias, include behavioural assessment in our process, while providing an amazing candidate experience, and promoting collaboration from the team to recruitment efforts. Went from 20 to 250 hires in 3 years.
- Worked directly on supporting hiring streams (mostly non-tech) with sourcing, managing candidate pipelines and closing.
- Iterated on our onboarding process to balance scale and care for our team members, while operationally managing its completion (communication with new hires, tools onboarding, contracts signatures etc.). Over the last year, hired and trained team members to take over and continue to improve the onboarding process.
- Supported our founders in organizational, work methods and cultural topics
- Was a leading force for new tool implementation, automation and working at scale in HR/Talent functions.
- Owned our review process for the entire team (2 cycles/year + newcomer review cycles)
- Supported local and expansion teams on HR topics for Spain and Belgium

Alan

Head of Talent

My mission was to make Buffer an exciting place to grow one’s skills and career. Focusing on optimizing every part of the teammate lifecycle – from recruiting and onboarding to career development and teammate growth, coaching, mentoring and retention of our talent.

* Owning the full recruitment and candidate pipeline for all new hires; including hiring needs and projections, job descriptions, internal promotion process, candidate pipeline/screening/interviews/offers/onboarding (role and culture).
* Developing and maintaining career frameworks for all areas of Buffer
* Developing and maintaining manager development programs and resources, including manager frameworks and leadership roundtables
* Conducting exit interviews for employees leaving Buffer and analyzing signals and data to recommend needed changes
* Planning and executing custom and function-specific training and development programs as well as all learning and development plans and policies (learning clubs, sabbaticals, courses/classes, learning related ‘perks’, mentoring opportunities)
* Guiding all teammates on best practices for our core communication tools
* Owning the Buffer Journey and About pages to recruit a globally diverse team.

Buffer

People Success Manager (prev Culture Scout)

Valued at $16 billion, WeWork is the world’s 6th most valuable private startup. WeWork provides entrepreneurs and small businesses with beautiful workspace, personalised support, business services, digital tools, benefits, infrastructure, and the flexibility they need to succeed. 

As the first WeWork London team member and Community Lead for its first year of existence, I was responsible for the following aspects:

* Managing the London Community team and executing strategies to support the opening of WeWork community/new buildings in the city.
* Hiring, training and sustaining a healthy & happy culture as the city grows.
* Providing innovative, scalable solutions to drive WeWork business objectives of building community in a new market
* Driving sales, including setting sales strategy and goals, engaging partners, and on-boarding new members.
* Compiling and analysing data and metrics to support business decisions in the London market.
* Conceptualising and executing top-notch events and brand building activities with influencers and partners.

WeWork

Community City Lead - WeWork London

After Startup Weekend's merger with Startup America, a white-house initiative under the Obama administration, we rebranded as UP Global - I was offered the position of Director at UP Europe, UP Global's local chapter and London office, running events and initiatives across 37 countries. My role was to design, develop and implement strategic plans for the European region in a cost-effective and time-efficient manner. I was also responsible for the day-to-day operation of the regional office, including managing the board of advisors and staff. Part of the role was to develop the organizational culture for the office and for the region, while keeping an eye on the motivation of the staff and the passion of the community. On a day to day basis, my role was to help make the best use of the Community and Office’s resources in order to grow the organization's sustainability and impact.

UP Global

Director Europe

As a European Coordinator at Startup Weekend, I have opened the first international offices in London and joined the team in a role responsible for the cultivation and sustained growth of vibrant startup ecosystems in Europe via community support and the delivery of Startup Weekend events. My role was to be the front line for the community and representing them internally, as well as kick-start the scaling of our international operations in Europe (with a fast growth from 30 events/year in Europe in 2011 to 120 events/year in 2012). During my time as the European Coordinator, I have especially been working closely with and supporting regional volunteers and community members in the implementation of our events in a scalable and impactful manner.

Europe Coordinator

During my two years at IBM Montpellier, I was responsible for:
- The entire recruitment process of technicians and interns, including conducting interviews, communicating with managers, creating scorecards, and making offers (approximately 200 interviews per year).
- All HR-related External Communication for graduates and managing top engineering and business school partnerships.
- On-boarding of new employees, interns and apprentices (approximately 50 onboardings per year)

Deborah Rippol