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 as I have over 3 years of experience in Recruitment for local and international brands. 

I worked for both general and software roles, including for one Fortune 500 company (довгий процес онбордінг, всьо урджентно

 active outbound sourcing on LinkedIn (Recruiter Lite) (XING)

- social selling (personal network)

- CVs sourcing

- interviews

- Boolean Search (X-Ray)

- soft skills assessment

-Git hub\ stake overflow

Experienced Quality Engineer

GIS Country expert

Senior Frontend and Backend Engineers (Angular/AWS (Amazon Web Services)/Java Spring)

Telefónica Germany GmbH & Co OHG operates under its umbrella 

What is the usual process?

1. get the job description from the client

2. understand the crucial moments (client needs to highlight those)

3. I collect first candidates (target profiles) on LinkedIn, than we have a call for around 30 minutes with someone from the recruitment team of the client, a so called "calibration session". On this call we got through the profiles and check if they are a good fit. After such calibration session I am ready for active recruitment.

4. if there is a budget for job platforms, I make job posts

5. simultaniosly I post in Facebook and LinkedIn groups

6. I start LinkedIn search, test different keywords to find optimal candidates

7. add Boolean search to get more CVs into the pipeline

8. message-followup-breakup message

9. I also use my network if they have some friends who are suitable for the position