Universidad de Guadalajara

Lead Talent Partner  en Terminal

Led a team of Talent Partners across Mexico, Colombia, and Canada, providing guidance, mentorship, and support, setting performance expectations, and fostering a positive and collaborative work environment.
Mapped the candidate journey to identify touchpoints, pain points, and areas for improvement.
Collaborated with cross-functional teams to design and optimize recruitment processes.
Gathered feedback from candidates to enhance the candidate experience.
Developed and implemented effective communication strategies to potencialize the candidate journey and ensuring the engagement with their Talent Partner and the company.
Provided training and guidance to Talent Acquisition teams,, creating strategies for Inbound, Outbound, Coordination, and Candidate Experience.
Collraborating with the TA Academy program, an strategy to train and develop Junior Sourcer. 
Analyzed Candidate Experience metrics and data and monitored industry trends and candidate expectations.
Collaborated on various day-to-day activities and supported team members, working on candidate screening, client kickoffs, client calibration meetings, leading the recruitment efforts and strategies of the whole recruitments lifecycle of a role.
Established the department KPIs with the VP of Talent.
Contributed with market research for the expansion to European market on Spain
Developed processes for approaching different levels of services that the company offers to the clients and to the candidates.
Collaborated with Customer Success and Customer Onboarding on client satisfaction and ensuring the calibration of the role with the TA teams to successfully close the roles.

Terminal

Manager, Candidate Experience

Managed 7 Talent Partners and 7 Sourcers across Mexico, Colombia, Chile and Argentina.
Recruit, onboard, and trained the LATAM TA Team.
Worked with Leadership on recruitment strategies and workload distribution.
Collaborated with other TA Managers on programs development for the broader TA Team.
Worked on technical strategies to improve response rate and client management.
Assisted in sales meetings with potential clients to positionate the LATAM Marke and work on market alignment.
Contributed on the expansion to other Latin American countries doing market research for  Colombia, Chile, and Costa Rica. 
Developed recruitment strategies for each country that the company has presence on.
Collaborated with VP of Talent for market expansion into European markets.
Worked closely with Customer Success to handle client relationships ensuring the client satisfaction and working on calibration to align the requirements and candidates to successfully close the roles. .
Conducted weekly 1:1 meetings with team leads, and monthly 1:1 with the rest of the team.
Developed training programs for constant team development on sourcing, recruitment, candidate communication, salary negotiation, among others

Manager, Talent Acquisition

First hire and recruiter for the Latin American team.
Led a team of 2 Talent Partners, 2 Sourcers.
Conducted weekly 1:1 meetings with team members.
Created sourcing and recruitmeent strategies for open roles.
Reported market status to the Talent Acquisition Director.
Collaborated on market strategies for Latin America.
Conducted candidate research for expansion.
Managed recruitment efforts for Silicon Valley companies looking for remote teams in Canada, Mexico, Colombia, Chile, being in charge of gathering requirements, conducting Recruitment Kickoffs, Weekly Meetings with Hiring Managers, and owning the relationship with the stakeholders..
Conducted Candidates Screens and handled the Recruitment process, taking care of the candidate experience
Collaborated directly with Engineering Managers, CTOs, CEOs, VPs of startups.
Worked on various profiles, including Software Engineers (Python, Java, Ruby, Node, React, TypeScript, Angular, Go), QA Engineers (Manual and automation), Data Engineers, Analyst and Egineers, DevOps Engineers, among others.

Lead Talent Partner 

Talent Acquisition Lead managing a team of 6 recruiters, in charge of 50 to 80 positions per month to different clients. 

The majority of the clients are startups based in the US and Mexico, working in different IT fields like Machine Learning, Security, Data Science, CRM, Healthcare, Transportation, Insurance, among others. 

Activities:
Direction of Daily Standup with the IT Recruitment Team.
Guide the team to have daily top objectives
Weekly Progress Report with the priorities, workloads, open positions, invoicing, position offers, and including the individual tasks of each account and team member.
Weekly update meeting with the CEO to review recruitment and business development progress. 
Preparation and Direction of follow up meetings with clients. 
Coordination of meetings for new accounts or positions with the Client and Recruitment Team. 
Invoicing and payment follow up.
One on one management meetings with each member, review of performance, expectations, career path and personal matters if required, to achieve greater integration, personal development, and team work.
Sprint Planning and Sprint Retrospective coordination and execution every 3 weeks.
Analyze and implement strategies for the development of team members and the area.
Business development activities, including an active search of potential clients, attending meetings, project scopes review, contractual negotiation, elaboration of Service Agreements, conducting kick-off meetings with Clients to start every Recruitment Project.
Full cycle recruitment: Competency-based HR Interviews (online and face to face), Psychometric Tests, follow up on candidate and employees, manage client relationships, schedule technical interviews with internal team and client’s team, create and update candidate pipelines.
Review and validation of current and desired salary of each selected candidate.
Present offer letter and conduct the offer call.

AIMS International WE FIND&GROW YOUR LEADERS

IT Talent Acquisition Lead / IT Consultant

Talent Acquisition Lead in Mexico managing a team of 2 recruiters, in charge of 20 to 30 positions per month for in house software development in a multicultural company (US, Mexico, Ukraine and Montenegro). 

Activities:
Full cycle recruitment: Competency-based HR Interviews (online and face to face), Psychometric Tests, follow up on candidate and employees, manage client relationships, schedule technical interviews with internal team and client’s team, create and update candidate pipelines, onboarding sessions and new hire orientation to provide competent and adapted personnel to the company to accomplish internal requirements.
Responsible for Talent Attraction, Retention and Development.
Direct communication with the Sales and Management from Mexico, USA and Ukraine team to review and clarify profiles and job orders.
Meetings with the clients to establish position’s requirements, adapt or modify the profiles based on the market.
Manage the internal pipeline of candidates on bench to relocate them in new projects.
Coordinate follow up meetings with clients.
Assignment of tasks to the team.
Create, implement and follow up on Internal HR Policies. 
Create KPI  for Performance Review.
Follow up, alongside the Project Manager, on employee’s feedback about the company.
In charge of the Cultural Environment and Organizing internal events.
Support the sales team in negotiation with the client regarding selected candidates.
Employees’ PTO/Absences Balance
Client Attraction: Looking for potential clients for the company, establishing commercial relations with the IT Managers and programming meetings with the Svitla’s VP of Operations in Mexico.

Svitla Systems, Inc.

Recruitment Team Leader

Headhunting and recruiting the best Mexican IT talent. Implement the recruitment and selection process, on-boarding and other human resource activities.

Talent Acquisition Specialist

Talent Manager in charge of all HR and Recruitment activities, following up with 50 to 70 employees’  and management of 25 positions per year.

Activities:
Responsible for Talent Attraction, Retention and Development.
Full cycle recruitment: Competency-based HR Interviews (online and face to face), Psychometric Tests, follow up on candidate and employees, manage client relationships, create and update candidate pipelines, onboarding sessions and new hire orientation.
Presentation of quarterly metrics on Recruitment and Turnover.
Organizational Training: Coordination of training sessions, Establishment of guidelines, follow up on training request, Diagnosis of training needs, Course fees and supplier review, Develop and perform the assessment of acquired knowledge, Identification of soft skills to be developed in staff, Presentation of quarterly metrics.
Organizational Development: Staff management, Establishment and follow up to career path and growth opportunities, Establishment of company’s policies, procedures and practices, engagement strategies.
Implementation of HR initiatives, Cultural Integration, Talent Acquisition, compensation policies.
Management and deploy the Performance Review Process; annual personal and professional objective
Develop and deploy Organizational Environment survey on an annual basis in order to increase engagement and retention, creating a plan for team integration and increased job satisfaction.
Develop and deployment recognition program.
Prepare detailed job descriptions and classification systems, in partnership with other managers.
Relationship development with universities and institutes, coordination of school visits.
Implementation of HR initiatives, Cultural Integration, Talent Acquisition
Management and deployment the Performance Review Process.

DWSoftware

Talent Manager

*Recruitment: Post vacancies online, Competency-based HR Interviews (online and face to face), Application and review of Psychometric Tests,

Alferza Capital Humano

Junior Recruiter - Internship

*Full cycle recruitment: Competency-based HR Interviews (online and face to face), Psychometric Tests, Follow up on candidates, onboarding sessions, Follow up on employees, Presentation of quarterly metrics.

Talent Management Associate

*Create a program for Perfomance Review. 
*Create Job Profiles for operational levels. 
*Evaluate the profile-person performance.

Claudia Hernández