Dom Raimondo

Vasco

At Vasco, I have the incredible privilege of being the first Talent/People hire. Reporting directly to the CEO, my mission is to build and shape the Talent & Culture function from the ground up, focusing on Talent Density at Vasco.

We're hiring!🚀 https://vasco.app/careers

Talent & Culture Lead

The People People Group

The People People Group is North America's most engaged community of passionate HR, Talent and Operations professionals. We are dedicated to sharing best practices, elevating each other and collectively improving the employee and candidate experience for everyone.💜

Member

Jobber

In my role as a Senior Talent Attraction Partner at Jobber, I am dedicated to building high-performing teams in Engineering, Data, and Product. I lead full-cycle recruitment processes, focusing deeply on candidate experience and aligning hiring practices with business objectives. I work on improving and refining my craft every single day.

Senior Talent Attraction Partner

Figment

As the Senior Tech Recruiter at Figment, I played a pivotal role in driving the growth of the Tech division, post Series B in a Hyper Growth period, by recruiting top technologists across multiple geographies. Utilizing my expertise in sourcing and collaboration with hiring managers, I successfully hired 29+ professionals in key areas such as Software Engineering, DevOps, IT & Security, and Data teams.

Senior Tech Recruiter

Zendesk

In my role as a Technical Recruiter at Zendesk, I took ownership of hiring for Software Engineering and SRE teams in Canada and the US. I implemented strategic recruitment initiatives to attract top technical talent and played a key role in filling critical positions, contributing to the overall success of the teams.

Technical Recruiter

Lightspeed Commerce

In my tenure as a Talent Partner at Lightspeed Commerce, I led the recruitment of over 100 technologists in Software Engineering and Product Management, facilitating the company's growth from 650 to 2200+ employees amidst 7 acquisitions and an IPO.

Senior Talent Partner, Product & Technology

Talent Partner, Product & Technology

Talent Scout, Product & Technology

Tundra Technical Solutions

As an AM, I managed relationships with financial institution clients, leading recruitment efforts for staffing needs. I nurtured client-stakeholder relationships to ensure satisfaction and retention and collaborated with our recruitment team to deliver high-quality staffing services to meet client demands.

Account Manager & Technical Recruiter

In my role as a Technical Recruiter at Tundra Technical Solutions, I played an important role in securing a major long-term contract with Canada's largest railway company. By delivering on multiple requisitions daily within a tight timeframe, I ensured a steady flow of qualified software professionals to meet our client's needs.

Talent leader, and Papa, who leads by example and always goes the extra mile for my team and organization. Mission-driven, I aim for excellence in my craft and focus on impact and outcomes. With empathy and a smile, I empower organizations to build high-performing winning teams, enabling them to achieve their mission and make a difference in the world.

Helping Jobber build world-class teams in Engineering and Product

Hopper

- Managing a distributed team of 6 Sr Tech recruiters and recruiting coordinators

- Revamped main NSOs for the recruiting org

- Built a robust 2 years roadmap with 47 side projects in order to hit our target NSOs encompassing many areas (e.g. increasing talent density, candidate experience, operations, diversity) while quantifying business impact on target NSOs positively

- Was able oversee and deliver 8 side projects within the first 6 months as a manager which resulted in impacting our NSOs

- Created a centralized ticketing system for recruiting which helped us scale hiring internationally and automated most of the manual processes around and requisition creation while eliminating many friction points

- Inmail response rate: +50%

- Was able to maintain a distributed effort between people management while still overachieving my personal business objectives by +250% on average QoQ (# of hires/ quarter) while maintaining the highest "quality of hires" across the recruiting org standing at 3.13 rating with +1800 interviews across BUs

- Was able to increase "quality of hires" by +40% within a 1 year span through implementing various processes (TT rate around 14% up from 10%) across all BUs

Technical Recruitment Manager

- Was able to overachieve very agressive hiring quarterly targets QoQ from 155% to +210% (Solely focusing on technical roles like: software engineers, Principal SWE, Software Engineering Managers, Sr product managers, data scientists, SRE, etc)

- Sourced top talent in very competitive tech hubs - Regularly competing against FAANG companies - Response rate: +30%

- Onboarded and mentored +5 tech recruiters (including creation of onboarding plan)

- Onboarded and mentored a recruiting coordinator (including creation of onboarding plan & performance review)

- Comp benchmarking automated candidate surveys (team effort with a data analyst)

- Created with the help of my coordinator a document that mapped entire recruitment workflow to help new technical recruiters, coordinators and hiring managers to ramp up on Hopper's hiring process & best practices

- Revamped interview scorecards

- Organized and hosted our first "post-pandemic" recruiting event with Lambda Montreal (Results: +45 attendees, in a hybrid environment with both physical & virtual)

- Organizing and hosting our first post-pandemic Tech Talk in Sofia Bulgaria (Results: TBD)

- SME for everything data and involved in the creation of a revamped recruitment dashboard (V1, V2 & V3) while tracking metrics like time to fill, # of interviews per week, offer acceptance rate, sources of hire, funnel progression, response rate, quality of hire, NPS/ CSAT, interviewer performance, cost per hire,  etc

- Created a interviewer certification training program which resulted in ramping up 23 new interviewers (7 still in progress as of end of Q1-2022)

- Familiarized myself with new cutting edge recruiting tools to increase automation and personalization (Gems, Google Xray, modern loop, tofu, screenloop etc)

- Rebuilt the largest EU team across Hopper (Bulgaria, UK, Netherlands, France, Spain, Belgium, etc)

- Work closely with immigration & IT for onboarding talent worldwide

Sr Technical Recruiter - Hopper Hotels 🏩

MavTek Inc.

- Was hired as MavTek's 1st technical recruiter. Focusing mostly in software engineering, Data intelligence & infrastructure but across all departments (from Product, Customer support, Risk, Legal & Finance Marketing)

- Within weeks, my colleague and I both lead an ATS migration and I was involved in the full cycle (POC, pre-sale, migration, training,  presentation to execs etc)

- With a colleague from POPS, we created 3 banks of situational, behavioural & open ended interview questions to give new tools to interviewers

- Mapped  & standardized hiring processes across the company, improved unified workflow, etc.

- Creation of 3 new forms to document roles (req form, intake form, interview forms) to streamline large volume of openings across the company

- Rolled out & automated 2 candidates experience surveys for continuous feedback

- Put in place recruitment best practices & KPIs, automated multiple processes (from scheduling to candidates rejections & knock out questions automation)

- Lead the implementation of Codility and assisted engineering in the creation of 5 Codility tasks including either coding exercises and sets technical questions

- Worked closely with data intelligence department to create a Recruitment dashboard (V1 - Completed)

- Put in place sourcing strategy across multiple markets but mostly focusing on Montreal and across Canada

- Collaborated with Talent Montreal to fast track immigration of worldwide candidates

- Lead MavTek's 1st Virtual Career Fest that yielded great employer brand visibility well under budget (Social media, Zoom architecture, LinkedIn ads strategy, bulk email campaigns, training, coordination, presentations, etc)

- With the help of a colleague, we created a Recruitment 101 & Lever training rolled out across all departments

- Hired 48 Team Members (mostly technical & niche roles) in 51 weeks

- Cut down LinkedIn ads spend by +200K USD/ year and +150K/ year in agency fees

- Average LinkedIn response rate of 42%

Senior Technical Recruiter

- Sourcing strategy / headhunting for multiple technical roles with main focus on software engineering (+ 80%) and infrastructure / Cloud ops. From entry level roles to c-level.

- Assisted with sourcing for our Data Science department, growth and product in my first few months of tenure

- Working hand-in-hand with hiring managers to establish new processes, hiring guides, job descriptions etc.

- Part of the employer branding strategy / networking events & conventions / Hackathons/ immigration policies insight / salary benchmarking analysis/ recruitment best practices/ referrals/ negotiation in some of the most competitive markets in the world (the bay area, NYC etc)/ managed multiple  3rd parties IT recruitment vendors & IT consulting firms etc.

- Have participated in two talks / panels on Hopper's recruitment team behalf (Developer week San Francisco 2019 in English & Datavore Montréal in French)

- Tailoring hiring process in regard of corporate needs/ maintaining healthy business relations with different hiring managers in a hypergrowth context after a series D round of funding

- Overviewed the creation of an interview preparation guide, presentations for multiple IT recruitment firms and other useful templates

- Filtering applicants (+30 000 applicants yearly) for all types of roles, conducted multiple phone screens & on-site interviews in different timezones

- Weekly reports to hiring managers, long term strategy, forecasting, creating robust pipelines

- Successfully hired for less technical / ad hoc roles depending on corporate needs(Paralegal, Fraud analysts, etc.)

- Established hiring plan & strategy for Sofia, Bulgaria offices and playing against some of the biggest players of the industry

- Involved in elaborating different recruitment focused ads to target new markets (Facebook etc.)

- Different recruitment tools beta testing

- Lever/ Greenhouse (ATS)


I find bunnies for our Montreal HQ, Sofia, Boston & Toronto offices 🌎🐰✈️

Bunny finder / Talent Partner - Hotels (COVID lay off)

Delan - Chasseurs de talents en TI

Chasse-de-tête pour:  Start-ups, Intelligence Artificielle, Bancaire, Financier, Assurances,PME, multinationales/Fortune 500, pharmaceutique, médical, jeux vidéos etc.

Responsabilités:

- Gestion et embauche d'une équipe de 3 recruteurs et une coordonatrice au recrutement;
- Surpasser objectifs personnels de 200%;
- Atteinte des objectifs de chiffres d'affaire de 750K à surpassant +3M$ CAD sur 4 ans;
- Pré-sélection des candidats, gestionnaires TI, professionnels et techniques;
- Chargé de chasser et de recruter en utilisant les réseaux sociaux (LinkedIn, Viadeo, GitHub, StackOverflow, Facebook etc);
- Chasse de tête pour postes exécutifs (Directeurs, VP, CTO etc);
- Entraînement/ formation des nouvelles recrues, accueil et intégration au sein de l'équipe;
- Création de documents ciblant la compétition directe de nos clients (Benchmarking);
- Formation continue sur les meilleures pratiques du recrutement;
- Relation client / présentation des candidatures potentielles / prise des besoins;
- Développer une base de données de candidats talentueux; 
- Faire des appels de "screening" téléphoniques et en personne avec les candidats pour les divers postes/ mandats;
- Recrutement à haut volume pour certains postes (+20 candidats à la fois);
- Faire la coordination des entrevues avec les responsables de l’embauche, les évaluations, les tests, les prises de références, la négociation salariale;
- Recrutement direct (head hunting);
- Recrutement à l'échelle pan canadienne/ américaine et internationale;
- Expérience en hautes-technologies;
- Mandats contractuels (négociation de taux, tarifs etc.);
- Documenter ATS - Zoho;
- Évaluer les compétences techniques des candidats;
- Assurer un service clientèle de qualité auprès de nos candidats et clients;
- Développer une relation de confiance auprès de nos candidats actuels et potentiels;
- Suivi des mandats ouverts;
- Prise de références;
- Background checks;
- En charge de la rédaction du blog mensuel FR / ENG

Directeur de comptes - Chef d'équipe recrutement / Account Manager - Lead recruiter

Randstad Canada

EXTENDED CONTRACT

Tasks summary: 

- Telephone pre-selections;
- Interviews (KPI driven);
- Teamlead in charge of CO-OP placements across Canada (+50 locations);
- Potential CO-OP students interviews (HR, Sales, Administrative, Marketing, Accounting, Finance);
- Coordinate corporate sourcing team from Randstad India (Weekly meetings, prioritization of efforts, continuous feedback for reorientation, etc.)
- Support corporate talent acquisition team sourcing/ pipeline across Canada (staffing consultants; account managers, district managers, resource managers etc.) 
- Sourcing (LinkedIn, Monster, Workopolis, Jobboom, Indeed etc.);
- Administration of multiple tests (IQ, Psychometric, Language, MS Office);
- Interact on daily basis with customized ATS (Applicant Tracking System) - HR Connect;
- Support staffing consultants recruitment/ postings;
- References check;
- Background check;
- Related tasks


Highlights:

Established partnership with multiple universities (UoT, UdeM etc.)
Successfully placed over 5 interns (Mkt, HR, Sales, etc.)
Successfully sourced for multiple IT recruitment roles, business developers, account managers and branch managers across the country

Coordonateur d'acquisition de talents corporatif / Corporate talent acquisition coordinator

Telus

PAID TRAINING COURSE / EXTENDED CONTRACT

Tasks summary: 
- Assist with the implementation of custom HRIS (SuccessFactors - SAP);
- Collaborate with the change management team for various technical issues;
- Offered technical support w/ HRIS for directors of all lines of business;
- Succession planning through Customized Career Development Plan (CCDP);
- Support to elaborate strong (KPI driven) Personnal Performance Objectives (PPO) for all lines of business;
- Performance analysis of the past three years of one division (+500 employees) ;
- Develop valid collective agreement solutions regarding unionized (3 accredited unions) low performers;
- Co-ordinate training methodologies with preferred vendors;
- Determine research profitability of available training in accordance with budgets;
- Assistance/ attendance during the whole remuneration cycle;
- Translation of internal HR documentation;
- Related tasks

Stagiaire en ressources humaines (généraliste) / Intern in the HR department (generalist)

I’m a bilingual (Fr/Eng) ex-CHRP/CRHA with a passion for talent acquisition strategies and am a candidate experience enthusiast.

My goal is to build strategic partnerships with different stakeholders and provide added value by tailoring talent management/ acquisition efforts and processes. I consider myself an expert in all tech focused positions from entry level gigs to C-Level with a solid understanding of the current markets.

Over the past 10 years, I've mainly been implementing recruitment functions & departments either from scratch or during their infancy stage in hyper growth tech "start-ups" or boutique IT recruiting firms.

I've handled ATS migrations, created recruiting data analysis dashboards, implemented KPIs/ Metrics, budgeting & forecasting, template strategies, sourcing strategies, training interviewers & hiring managers on recruitment best pratices, mentoring/ training recruiters at all seniority levels, digital ads recruitment focused campaigns on Facebook & LinkedIn, benchmarking, coordination of hackathons & in-house career fairs and was invited to few talks & pannels, implementing "diversity friendly" measures, etc.

I've also built for myself a strong network with some of the top talents around Canada and across the globe (more specifically Canada wide, USA, Central & South america, European countries like Bulgaria, Spain, Netherlands, UK, France, Ireland, Poland, etc. )

Establishing and maintaining a long-term relationship with a technical recruiter is one of the most beneficial connections you can have.

Above all else, always be open and honest with your recruiter. To paraphrase Tom Cruise in Jerry Maguire, “Help me, help you!” 

I'm always eager to learn from anyone with raw talent or passion, whichever field might be ! Feel free to connect !

Kamil Eladas

Just realized that I'll officially be celebrating 6 years at Hopper with my merged tenures! 

In both the tech world and recruiting world, that's quite rare these days and it made me realize of how much we've accomplished along the way.

As Patrick Surry once said in one of my favourite #Hopperquotes in my early days was:

"If there is one thing that never changes at Hopper, is that things always changes".

This was proven to be true, from being the most powerful mobile first flight prediction app, to being one of the first true ever travel "super app", to our major Fintech innovations, to now powering hundreds of millions of users across +120 countries through our B2B partnerships with our next gen travel ancillary products at HTS...  📈

Just over half of my technical recruiting career and it's definitely been a rollercoaster to say the least, battling against top tech players for top talent across +40 countries has never been easy. 🎢 

But that's what makes it fun isn't it? 

Thanks to the leadership for their trust, my hiring managers and recruiter peers along the way, my amazing stakeholders and colleagues, and many candidates you'll always have a special place in my heart in a company where I truly honed my professional skills while allowing me to be who I truly am 🙏🏽

Too many people to tag, but you know who you are!

PS: We're still hiring globally! 🌍 🐰

Technical Recruitment Manager at Hopper/ HTS (We’re hiring !)

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Dom Raimondo

Kamil Eladas

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