Feb 2025 – Present · 1 yr 1 mo · United Kingdom · Remote

Jan 2023 – Dec 2024 · 1 yr 11 mos · Greater London, England, United Kingdom · Remote

• In a senior individual contributor role, I delivered Engineering (Engine, Gameplay, Infrastructure) and Product (Design, Art and Management) hires for teams developing a browser-based MMORPG as well as a proprietary game engine compiling C++ to WebAssembly via Empscripten.
• Made 92% of hires by headhunting candidates leveraging LinkedIn sourcing and tangent sourcing (x-ray, github, web scraping, networking, referrals, Slack/Discord).
• Improved the average candidate response rate from 10% to 56% by implementing Mixmax as an email sequencing tool and subsequently leveraging Ashby’s email sequencing functionalities.
• Reduced the recruitment operating costs and optimised our operational efficiency by implementing Ashby which allowed us to eliminate the need for extra tools (ContactOut, Mixmax, HelloTalent), improve the quality of candidates’ evaluation and interviewer feedback, and automate interview scheduling tasks therefore removing the need for a RecOps hire.
• Improved the quality of our hires as measured in probation and performance reviews by creating an interview process and candidate scoring system developed in partnership with hiring stakeholders.

Apr 2022 – Jan 2023 · 9 mos · Greater London, England, United Kingdom · Remote

• Senior individual contributor leading another recruiter and sourcer working in Agile ways to deliver hires for Backend, Frontend, Mobile, Infrastructure and Data Engineering teams developing a SaaS B2B2C event ticketing and discovery platform primarily built with Elixir and React (Javascript/Typescript).
• Personally delivered 18 hires from entry to executive-level, 95% of which were headhunted leveraging LinkedIn sourcing and tangent sourcing (Welcome to the jungle, x-ray, github, web scraping, networking, referrals, Slack/Discord).
• Developed a candidate assessment framework including a streamlined interview process, candidate evaluation criteria and technical assessments, by leading workshops with key hiring stakeholders and identifying recruiting champions responsible to drive adoption across all teams.
• Improved our employer brand visibility as measured by our careers page traffic and inbound application volume by selecting and representing the company at various national and international events (meetups, SMR, AndroidCon, CodeFirstGirls).

May 2021 – Apr 2022 · 11 mos · Greater London, England, United Kingdom · Hybrid

• Personally delivered 15 hires for Software Engineering and Product teams building a SaaS training platform built with Java and Javascript (Angular) by leveraging various recruiting methods including direct sourcing (LinkedIn sourcing, tangent sourcing, google x-ray searches, github network analysis), referrals, job boards, recruiting agencies partnerships and specialised events. Achieved 100% offer acceptance rate.
• Developed a software engineer onboarding programme including a tooling boilerplate, buddy system and 1-60 days programme allowing new joiners to familiarise themselves with the codebase while progressively working on bigger and bigger tasks until full autonomy. This led to 100% retention rate > 6 months and fostered collaborative working between engineers.
• Improved the operational efficiency of the Product & Engineering teams as measured by our time to deploy and downtime average (reduced by half), by championing the implementation of software engineering best practices (such as documentation, automated testing and peer reviews) and leading a restructuring which allowed for cross-functional working enabling better feature definition and development combined with protected time and incentive for addressing technical debt.
• Made the company IPO-ready by implementing all HR and Recruitment policies for both the UK and the USA.
• Developed a new candidate assessment and interviewing process and rolled out a series of training sessions to interviewers and hiring managers.

Jun 2018 – May 2021 · 2 yrs 11 mos · London Area, United Kingdom

• Part of the Talent team, I was covering the UK & USA. Key contributions included:
• Led the staffing, performance management and workforce engagement efforts for the Fellow & Consultant groups of QuantumBlack. I partnered closely with Partners to match our client engagement requirements with our colleagues’ development plans.
• Supported the company’s growth from ~150 to over 1,500 employees by leading the hiring efforts for the Data Science, Data Engineering and Product Engineering teams across the UK, North America and South East Asia. I led a team of 3 recruiters and sourcers on a hyperscale project and successfully doubled the size of the Data engineering team within 6 months.
• Made 60% of hires by headhunting candidates via various methods including: LinkedIn sourcing, tangent sourcing, google x-ray searches, github network analysis.
• Dramatically improved our employer branding visibility as measured through the volume increase of inbound applications and career website traffic by completely rebranding our careers site, developing partnerships with universities, representing the company at international and local events as well as developing our own Data Engineering meetup (ICML, NeurIPS, SMR, PyCon, local meetups etc.)
• Improved diversity of the teams as measured in our bi-annual diversity survey by leading a number of initiatives including: targeted diversity sourcing, leading a team of 15 people on internal DEI projects including the creation of ERGs, a commitment charter, training and awareness sessions, third-party partnerships and sponsorship. Led the first iteration of the QuantumBlack x Office of AI sponsorship programme for students from underrepresented backgrounds in Technology.
• Led all campus relationships and strategy. Was responsible for the selection of our interns and junior cohorts as well as the evaluation of their performance for potential conversion to full-time employment.

Jun 2018 – May 2021 · 2 yrs 11 mos · Greater London, England, United Kingdom

• Part of the Talent Acquisition team for McKinsey Analytics, I worked on scaling the QuantumBlack Data teams across Europe, North America and Asia at first before focusing on growing QuantumBlack Labs, the product development group of QuantumBlack. I therefore specialised in hiring and developing deeply technical profiles such as Software Engineers, Data Scientists, Data Engineers, Product Managers and Designers.
• QuantumBlack is an advanced analytics firm operating at the intersection of strategy, technology and design to improve performance outcomes for organisations. In 2015, QuantumBlack became part of McKinsey & Company. Together they combine advanced analytics, design and engineering expertise with McKinsey’s industry knowledge and organisational change management experience. QuantumBlack was born and proven in Formula 1 – where teams live and breathe data. Today, they are still fascinated by how a marginal gain can have a significant impact on the performance of any organisation.

Nov 2016 – Jan 2018 · 1 yr 2 mos · Basingstoke, United Kingdom

• I joined BNP Paribas as an expat on a fixed-term contract after graduating from my MSc in Human Resources Management.
• At BNP Paribas, I was the main point of contact for the French corporate team and I was responsible for the HR and recruitment operations. This involved activities such as:
• Recruitment: I was involved from end-to-end, from headcount approval to onboarding, including screening and interviewing candidates.
• HR Operations: I assisted with starters, leavers and transfers administration and worked closely with our HR Business Partners for employee relations management, including disciplinary and talent management support.
• Data Management: I was maintaining accurate data in the various HR systems and inputting payroll information.
• Talent satisfaction and business organisation improvement: I was leading our global employee satisfaction survey work and I was responsible to work closely with senior management to improve business performance.
• Reporting: I was responsible for the HR reporting (recruitment, turnover, demographics, absences, L&D and projects).
• Governance: I managed our HR Policies & Procedures

Mar 2015 – Nov 2016 · 1 yr 8 mos · Venarey les Laumes - France

• I was working part-time and on a fixed-term contract (3 weeks out of 4) for Neotiss (formerly Vallourec Heat Exchanger Tubes subsidiary) during my MSc studies. My focus switched during my time there and especially after the announcement of Neotiss’ exit from Vallourec Group, but I have been involved with all the following:
• Legal support : negotiation for company agreements on profit sharing scheme and employee saving plan with unions / work council due to the acquisition of Neotiss by a new company, ad hoc legal advising on specific HR issues (disciplinary, performance, health and safety), study on the possibility of merging the work council and health and safety council
• Strategic workforce planning (succession planning, skills matrix management)
• Learning and Development management (creation and following of training plan of €150 K budget)
• Recruitment (sourcing, screening, interviewing, selection and onboarding, €150 K budget)
• Day to day HR missions, corporate communication (newspaper and notes), reporting, procedures management
• Managed payroll and day-to-day HR administration including all changes related to the employee lifecycle.

Oct 2014 – May 2015 · 7 mos · Région de Dijon, France

• This was a long term project conducted while studying for my MSc degree.
• We were sponsored by Urgo to run a feasibility study on remote working which included benchmarking against existing industry practices, identifying and dealing with legal constraints and deployments needs to suggest a viable solution. The results of this study were:
• Identification of the appropriate solution (eligibility, working conditions, creation of additional clauses to contracts of employment)
• Negotiation for professional agreement with the work council and health & safety council