Nov 2021 – Feb 2023 · 1 yr 3 mos · United States

• 1. Aligned with the client's business needs to drive a strategic hiring process to hire talents while considering the timeframes and budget.
• 2. Conducted talent market insights and data analysis to drive the hiring plan, meeting business needs and consistently improving hiring impact.
• 3. Attracted potential candidates by sharing the start-up company's story throughout the hiring process.
• Handled end-to-end sourcing and closed all requisitions (engineer & sales marketing roles) in America, Canada, Europe, and APAC.
• 4. Sourced, engaged, and approached passive candidates using an applicant tracking system while collaborating with internal senior hiring managers and HR teams.
• 5. Interacted with potential candidates via social media and professional networks (e.g., LinkedIn, GitHub, etc.).
• 6. Developed talent sourcing and talent mapping strategies for short-term and long-term requisitions, ensuring closures and lead generation.
• 7. Worked with HR and the senior leadership team to develop and execute talent mapping and succession plans.

Jan 2020 – Jan 2021 · 1 yr · United States

• 1. Role Target - Systems Infrastructure Engineering
• 1) Filled positions including Systems Engineer, Cloud Infrastructure Engineer, DevOps Engineer, Site Reliability Engineer (SRE), and Database Engineer across entry level to senior level.
• 2) Targeted candidates with expertise in cloud platforms (AWS, Azure, GCP), containerization (Docker, Kubernetes), infrastructure-as-code (Terraform, Ansible), and database technologies (SQL, NoSQL, PostgreSQL, MongoDB, and distributed database systems).
• 2. Built the engineering and sales marketing teams as the first HR in the North America office, growing the organization to 55+ new hires within approximately 7 months from a newly-setup stage.
• 3. Progressed candidates through the entire hiring process, collaborating cross-functionally with Payroll, Relocation, Visa, Legal, and Finance teams.
• 4. Conducted hands-on direct sourcing in the full-cycle talent hiring process while proactively communicating with the internal HR team and hiring managers.
• 5. Predicted current and future hiring needs, conducted key talent mapping to gather market insights, and shared findings with business stakeholders, resulting in successful hires from the talent mapping project.

Jan 2017 – Jan 2020 · 3 yrs · Beijing, China

• 1. Help DiDi CTO R&D Biz. Organization Growth: Engineering Organization Growth - From 3000HCs to 5000+ HCs; Sales Marketing Organization Growth - From around 3000HCs to 4200HCs;
• 2. Recruitment Re-cap, Review and Forecast (i.e. Tops in Mind) Periodically with Budget Mangement;
• 3. Partnering with HR Business Partners and HR COEs to Develop Diversity Metrics, Dynamics, and Strategies to Influence Results;
• 4. Conduct Full Life Cycle Recruiting for C-Level Positions & Succession Plans;
• 5. Team Establishment & Team Mgt. - Expanded the HR TA Team from 7 to 26, including 10 Talent Acquisition Managers,12 Talent Acquisition Consultants, 4 Talent Sourcers;
• 6. Leverage & Creative Hiring Events - Such as Headhunter Salon, “Biz. Talk”, “WW Event Hiring” (20+ Overseas Events,10+ Countries) and Hackathons;
• 7. Campus Recruitment - Take charge of DiDi 2018 Engineering & 2019 Sales Marketing Group Campus Hire; Offered 800+ University Graduates from 10000+ Applications with 4000+ Interviews;

Jan 2010 – Jan 2017 · 7 yrs · Beijing, China

• 201501-20170703: Talent Acquisition Manager, APJC (APAC, GCR, Japan)
• 201305-201501: Talent Sourcing Lead, Greater China Region
• 20111101-201305: Talent Sourcing Recruiter, Greater China Region
• 201005-201101: Staffing Associate
• Successful Cases:
• Successful Hired: Provincial GM, NTO (National Technology Officer), Chief Enterprise Architect, Services Consultant, Sales Director, Sales Manager, Marketing Director, Senior Project Director, HR Manager, Supply Chain Sr. Director, QA Director, etc.
• Key Talent Mapping & Projects Led:
• 1. Microsoft FY17 APAC Technical Architect/Evangelist Talent Pipelines
• 2. Microsoft FY16 Japan Sr. Female Succession Plan; Led around 10+ TS across APJC
• 3. Microsoft FY16 APAC GM Succession Plan; Led around 10+ TS
• 4. Microsoft FY15 APAC Mapping Project; Led 9 TS with mapping APAC 8 countries
• 5. Microsoft FY15 Australia Canberra Mapping; Led 9 TS with mapping all key talents in Canberra from Oracle, Dell, HP, EMC, IBM
• 6. Microsoft FY15 Cross Region Sharing Practice with MEA TS Team, plan a standard and consistent process including MEA region TS team’s workflow rearranging, workload allocation, KPI system setting, mapping allocation, hiring tracker setting, have cross region team (GCR & MEA) to share best practice, etc. to enhance MEA TS team’s capability and working efficiency
• 7. Microsoft FY15 PRC Cloud Mapping Project, leading 7 TS with covering all key cloud talents
• 8. Microsoft FY14 & 15 Succession Plan, including top 20 female leaders mapping, segment GM/GM-1 mapping, talent intelligence mapping (covering 700 senior talents in the market benchmark Microsoft Level 65+)
• 9. Microsoft FY14 Spotlight Mapping, led 12 TS with top to down mapping key competitors such as IBM, Oracle, etc.
• 10. Microsoft FY14 HK & TW Laser Focus Project; Led12 TS to map for those new markets
• 11. Microsoft FY14 Provincial GM Mapping, for quickly storing the talent pools for region expansion strategy, etc.

Jan 2009 – Jan 2010 · 1 yr · Beijing, China

Jan 2008 – Jun 2008 · 5 mos · Beijing, China