Alina Fialho

Recruiter

Edmonton, Alberta, Canada10 yrs 4 mos experience

Key Highlights

Expert in building structured hiring processes.
Proven track record in scaling recruitment in tech.
Strong advocate for candidate experience and diversity.

Stackforce AI infers this person is a Talent Acquisition Specialist with expertise in SaaS and tech recruitment.

Contact

Skills

Core Skills

Talent AcquisitionRecruiting

Other Skills

Business PlanningBusiness StrategyContinuous improvementDiversity & InclusionEmployer brandingEnd-to-end selection cycleEnglishFacilitating offersFull-life Cycle RecruitingGraphologyHR ConsultingHuman ResourcesInterviewingJob Description DevelopmentJob Postings

About

I love figuring out how things work and why. Every day, I get to learn something new by working with different teams, understanding their challenges, and discovering who they are - and that’s what keeps me energized about my work, even after more than a decade! I drive hiring for growing tech companies, building structured, respectful processes that bring in the right people to move the company forward. For me, working in Talent Acquisition isn’t about just filling roles or checking boxes, it’s about treating people with respect and kindness while keeping the process honest, clear, and as straightforward as possible for everyone involved. Talent Acquisition teams are here to make things easier and more streamlined. I want candidates and hiring managers to feel informed, prepared, and supported. A good day for me is when things move forward without anyone being left behind, wondering what happens next.

Experience

10 yrs 4 mos

Total Experience

2 yrs

Average Tenure

Current Experience

Spare

Senior Talent Acquisition Specialist

May 2021 – Present · 5 yrs 1 mo · Canada · Remote

Spare's mission is to empower everyone to unlock the potential of mobility.
Our goal is to create equitable, accessible, and sustainable public transportation systems for all communities! By empowering agencies to deliver reliable microtransit and paratransit services, we are reshaping the future of transportation, one ride at a time.
Does our mission resonate with you?
Join the Spare bus 🚌 - we have a seat ready for you: https://sparelabs.com/en/company/careers
I joined Spare pre-Series A (~30 employees) and helped scale the company through Series B (~170 employees) while maintaining a high quality of hire in a fast-paced SaaS environment. I have led end-to-end recruitment across Engineering, Sales, Customer Success, Marketing, and other critical teams, partnering directly with managers and leaders to design clear, structured hiring processes. At Spare, I’ve built scalable, transparent selection practices from scratch, focusing on candidate experience while adapting quickly to shifting priorities and optimizing it all as Spare scales.

Talent AcquisitionRecruitingHuman ResourcesOrganizational DevelopmentDiversity & InclusionFull-life Cycle Recruiting

Vanhack

Tech Recruiter

Mar 2019 – Apr 2021 · 2 yrs 1 mo · Canada · Remote

VanHack is a fully remote company that is building a borderless world for tech talent.
Their mission is to create a world where talented tech professionals can move wherever they are needed to help companies innovate and grow.
At VanHack, I partnered with Canadian tech startups during periods of high growth, hiring Software Engineers and Developers across diverse tech stacks (from Typescript and Javascript to Java, PHP and more) in a fully remote, international environment. I supported clients from onboarding, and aligning on hiring needs to sourcing, interviewing, and facilitating the offer stages.

RecruitingSourcingInterviewingFacilitating offers

Career break

Relocation

Aug 2018 – Feb 2019 · 6 mos · Greater Toronto Area, Canada

Relocated to Canada and completed immigration procedures, including obtaining an Open Work Permit (that later became a Permanent Residency), before reentering the workforce

Sumup

Senior Recruiter

Nov 2017 – Jul 2018 · 8 mos · São Paulo e Região, Brasil

As the first Recruiter hired at this European fintech I was responsible for end-to-end selection cycle for different areas (and countries) inside the company, including the tech area.
Among other responsibilities, I created the Talent Acquisition workflow, manual and internal documents for the area, trained hiring managers and the operations recruiters on how to better approach and interview candidates, ensuring a positive employer branding and managed a partner agency to ensure critical positions were closed fast.

Talent AcquisitionEnd-to-end selection cycleEmployer branding

Futurestep, a korn ferry company

Senior Recruiter

Sep 2015 – Oct 2017 · 2 yrs 1 mo · São Paulo e Região, Brasil

While at Korn Ferry, I was part of the Projects' team and therefore I was always rotating among our RPO clients (normally huge multinational companies, in the consumer goods industries) or working for different temporary Project clients in all kinds of industries (government, startups, automotive, sugar and alcohol, consumer goods etc).
For the RPO clients I would adapt to the pre existing process while working on it full cycle.
For the Project clients my work started even before getting the job requirements: I usually designed the selection process according to the client's needs before kickstarting it and then I would work on it's full cycle, including controlling KPIs and presentations. Each project would take between 1 and 3 months and depending on the size of it we could have an additional Junior Recruiter and/or a Sourcer supporting it.

RecruitingSelection process designKPI control

Bombril

HR Analyst (Talent Acquisition)

Aug 2010 – Aug 2015 · 5 yrs · São Bernardo do Campo - SP

Bombril is a large and traditional Brazilian company in the hygiene and cleaning industry, best known for its famous steel wool, Bom Bril.
As a member of Bombril HR team I was responsible for recruiting and selecting talents that were aligned to the company's values and strategies in order to compose the best staff to reach the company's goals.
At Bombril I was responsible for end-to-end selection process for all areas of the company (from operational to managerial). Other responsibilities included maintaining and monitoring indicators in order to promote continuous improvement, enhancing the process by redesigning the whole Talent Acquisition workflow and documents and aligning the process with all HR sub areas and internal partners.

RecruitingSelection processContinuous improvement