Eleni K.

• Working with various supervisors, leads and heads of departments for creative positions, successfully sourcing and recruiting top-tier artists and animators for high-profile animation and visual effects projects.

• Developing and maintaining strong relationships with industry professionals, creative networks, and educational institutions to ensure a continuous pipeline of talented candidates for various roles within the studio.

• Partnering with visual effects teams to source for hundreds of artists per project, such as lighters, compositors, matt painters, layout, FX and other disciplines in the UK, Europe, and India.

• Managing the end-to-end candidate experience and organising interviews with hiring managers, advised them on interviewing methods and managed the whole recruitment strategy and recruiting campaigns.

• Proactively stayed updated on industry trends, competitor analysis, and emerging technologies, ensuring a deep understanding of the creative landscape and enabling the identification of key talent and recruitment strategies.

• Averaging 6 hires weekly, with some weeks doubling this to 12 complete hires, from beginning to end.

• 1-week max from the first call to closing the role on average.

• Managing technical roles as well, partnering with the Head of Pipeline and hired 3 Python Developers, with very specific and highly technical skillset.

• Partnering with the Head of IT to manage the end-to-end recruitment process of a Head of Systems Engineering role.

• Led the visual effects reporting and data cleansing project.

I was hiring for the Modelling and Decision Science Function, looking for Full-stack Software Engineers, with a focus on React and Node or Go.

• I was sourcing 90% of candidates through various sourcing channels and platforms with an exceptional time-to-find rate and I quickly built a robust pipeline of candidates reaching final interview stages within 2 months.

• Constructed brand-new and corrected existing job descriptions, LinkedIn, and social media posts to engage with and attract talent.

• Participated and led kick-off meetings with Hiring Managers to understand the role requirements, gave constant updates on the progress and presented market insights.

• Pivoted to a different team two months after starting with the company and worked in two different engineering teams (Solution Delivery & Modelling & Decision Science division).

• Worked with a variety of sourcing and recruitment tools and CRMs (such as Lever, GoodTime, Hired, AngelList/Wellfound, Otta) to source and screen candidates, schedule interviews and manage the end-to-end recruiting process.

• Sourced and screened multiple active and passive engineers and organised informal coffee chats for networking to create future interest.

• Joined and participated in the internal Employee Resource Group “Women in Defence” and attended the 2022 Women of Silicon Roundabout – a two-day event for women in technology to network and develop leadership skills.

Worked on growing the Solutions Engineering team in EMEA and the Customer Success Engineering team in EMEA and the US.

• Came up with creative and unique ways to find and attract good and diverse talent and build robust candidate pipelines.

• Became an expert in sourcing techniques, including Boolean searches and thinking outside of the box when it comes to sourcing (X-ray, GitHub sourcing, cross-referencing and sourcing on social media).

• Reached out to and hired candidates for a variety of roles, both on the Business and Tech side: hired Application Security Executives, Enterprise Account Managers, Sales Development Representatives and Leads, Solutions Engineers and Architects, DevOps Engineers, Security Architects, Customers Success Architects and Directors.

• Grew the European Solution Engineering org by sourcing 7 team members and enabling 2 internal moves.

• Worked on different markets and hired candidates globally, including Japan, Australia, India, Germany, France, UK, Switzerland, Netherlands, Sweden, Spain, and the US, whilst building relationships with passive talent and understanding the cultural nuances.

• Had an offer acceptance rate of close to 90%.

• Participated in and later led from a sourcing standpoint the “Always-on motion” hiring – bootcamps where multiple candidates were interviewed and offered within two weeks.

• Ensured excellent written and verbal communication with candidates. Providing a first-class candidate experience.

• By being close to the business, I ensured that I built successful partnerships with hiring managers, creating trusting and long-lasting relationships.

• Became an expert user of Greenhouse, sourcing on Greenhouse and supporting colleagues with training and shadowing.

• Used LinkedIn Insights and talent market insights to inform and guide the business around their hiring decisions and strategies, in a data-driven way.

• As a team player, I shared talent with the wider team, always celebrating colleagues’ successes and sharing teachable stories.