Lola O.

As the direct manager of two Senior Talent Acquisition Specialists, I focus on mentoring and supporting their professional growth, helping them expand their skills and confidence in a fast-paced environment. I regularly track and report on recruitment metrics, providing insights to leadership to support informed hiring decisions.

I work closely with the People team to improve the onboarding experience and ensure a smooth transition from candidate to employee.

Collaborating with the executive leadership team — including the CEO to align recruitment strategies with overall business goals. I’ve delivered critical and strategic hires across our tech and engineering teams, helping shape our workforce in Berlin and the LATAM region, as well as influencing the company's technical direction.

With a 100% in-house recruitment model, I’ve built and maintained strong external pipelines through targeted outbound strategies. I also partner closely with the Head of Product to identify top-tier Product Managers in the LATAM market.

Profiles I have hired: Senior Java Engineer, Senior Python Engineer, Senior Golang Enginer, Senior Front End Engineer, Product Manager, Engineering Director, Senior Designer, UI-UX Designer, Motion Designer, Machine Learning Engineer, Data Scientist, Business Architect, Business Owner (credit)

 Reduced time-to-hire by 15 days within the first year.

 Designed and implemented a TA dashboard to monitor key metrics such as time-to-hire, time-to-fill, offer

acceptance rate, reasons for rejection, and diversity & inclusion breakdowns.

 Introduced a TA feedback survey for both hired and non-hired candidates to improve the recruitment process

based on real-time feedback.

 Introduced AI tools to streamline sourcing and enhance recruiter productivity.

 Built and maintained a proactive talent pipeline, nurturing candidates with regular updates to anticipate future

hiring needs.

I manage vacancies and candidates through the Breathe HR portal, ensuring a smooth and well-organised recruitment process. I review and refine job adverts to keep them clear, accurate, and aligned with role requirements, and I act as the first point of contact for candidate enquiries. I screen applicants to build strong, tailored shortlists and keep hiring managers regularly updated. I conduct first-stage interviews, send online assessments to candidates, track their results, and coordinate interviews with hiring managers.

I also support the interview process by drafting questions and sharing them with the panel. When candidates aren’t successful, I always ensure they receive respectful and constructive feedback. In addition to recruitment, I’m responsible for drafting and reviewing employment contracts for new hires and managing the DBS check process.

Profiles I have hired: Content Creators across various subjects such as Art, Computing, DT & Science, Digital publishing team lead, Video editors, and Video producer.

 Completed DBS checks for the entire team (40+ people)

 Reviewed and updated the work location in employees’ contracts

 Improved the effectiveness of the recruitment process

I collaborate closely with the CEO to formulate the recruitment strategy. My responsibilities include recruiting senior professionals and C-level executives for various teams such as marketing, e-commerce, creative, and tech.

I am actively engaged in strategic projects, including the implementation of SLA within the recruitment

process, developing onboarding & welcome packs for a remote-first company, providing training for hiring

managers, and designing case studies for C- level and senior positions.

Profiles I have hired: Chief Marketing Officer, Marketing, Manager, Expert E-commerce, Customer Success Manager, Operational Efficiency Manager, Video Editor, Product Designer, Automation QA tester, DevOps engineer, Art director & interns

 Saved £119k in hiring costs for the company through direct sourcing, without any agency

involvement

 Improved the recruitment process by implementing SLA, structured interview process and

scorecard

 Introducing a new onboarding system tailored for a remote-first company.