Diana Mukhtarova

- Finding, engaging and activating passive candidates through the use of LinkedIn, Facebook, Github, Artstation and others;
- Experience with searching gamedev specialists,web and mobile development: PM, Producer, Analyst, Devops, Frontend, Backend and Art;
- Review and analyze technical job requirements; discussing of job requirements, details;
- Sourcing, pre-screening, first candidates interview, writing feedbacks; scheduling and coordinating candidates interview; preparing offer letters for new hires;
- Building and maintaining long-term relationships with candidates;
- Adaptation of newcomers.

Maintaining a full cycle of selection (IT and Digital):
- requirements gathering;
- JD preparation;
- developing a search strategy;
- searching at different sources (social networks; professional groups, etc)
- candidates screening;
- making JO, handling objections;
- supporting candidate during the adaptation period;                                                  - HR administration.

• - Search UX|UI/FullStack/Python/PHP/Frontend (junior, middle, senior);
  - Search progect manager, Product manager, Product markerting manager, community manger, head of support;
  - Building partnerships with internal customers
  - Analysis of the IT and digital market.
  - Presentation of the company.
  - Turn passive candidates into active ones.
  - Objection handling.
  - Interviewing Candidates for Employment.
  - Giving feedback right after the interviews .
  - Organization of meetings of candidates with managers.
  - Offer presentation.

The selection of employees for all open vacancies in the branch and the management company (80% of the selection is a commercial unit, finance, marketing, logistics)
- Selection of remote employees for SDEK market place (interviews on Skype)
- Management of 2 employees (receiver);
- Adaptation of new employees: Welcome-training, holding meetings at the end of the month during the entire trial period (3 months)
- Holding development meetings (development of an individual employee development plan)
- Carrying out exit interviews;
- Monitoring of the labor market, the wage market;
- Advising heads of departments on issues related to HR (adaptation, motivation, selection)
- Reporting on the results of work;
- Work with the base of the resume E-Staff. Tracker, Huntflow;

Achievements:
- Stable implementation of the monthly plan for closing vacancies
- Implementation of KPI on timeliness and staff turnover

- Active selection of employees for all open vacancies; sales managers, coaches, managers, telemarketers, trainers, scriptologists, digital direction - marketing specialists, smm managers, etc.

- Recruitment in the territory of the Russian Federation, Ukraine, Poland and other countries;

- Monitoring of the labor market, the wage market;

- Advising heads of departments on issues related to HR (adaptation, motivation, selection)

- Development and implementation of programs to attract and retain staff;

- Individual selection of personnel for managerial and office vacancies;

- Organization and control of the selection of line personnel for mass positions;

- Effective work with channels for attracting candidates, search and development of new sources, tracking the effectiveness of sources;

- Creation and analysis of the personnel selection funnel;

- Participation in the development and implementation of measures for the development and promotion of the Company's brand;

- Organization and control of processes of development and adaptation of employees;

Achievements:

- Successful closing of a vacancy for managers with knowledge of foreign languages;

- Closing complex positions through social networks and telegram channels;

- Participation in the formation of the sales department and successful launch (Manager, cryptologist, Sales Manager)