ASHLEY COVER

– Reduced average time-to-hire across priority roles from 65 to 38 days (-42%) through process redesign and delivered strong quality-of-hire outcomes, reflected in IC retention/performance. – Owned full-cycle hiring for Engineering (responsible for the build and maintenance of 1inch's decentralised exchange [DeFi] dApp, focusing heavily on Angular, TypeScript, and RxJS), Developer Portal, Product, IT Support and Operations with a focus on Frontend Software Development, Smart Contract, Blockchain, DeFi and Web3 infrastructure. – Designed proactive sourcing strategies across LinkedIn, Xing, GitHub, Telegram, Brainier, Wellfound, CryptoJobsList, Indeed UAE, TestGorilla, X, ETHGlobal & other Hackathons and community channels to engage passive blockchain talent and developer communities. – Built a 300+ candidate pipeline of pre-screened engineers, smart-contract developers and product specialists to support rapid hiring windows. 60% were passive-sourced. – Provided market intelligence & salary benchmarking to hiring teams, reducing offer rejections and improving time-to-accept. Supported initially RemoteFirst, then Onsite (UAE) hiring. – Designed & implemented structured interview frameworks + hiring scorecards to improve quality-of-hire and reduce bias in selection (Tools: BPMN 2.0 - draw.io, Confluence, JIRA, Lever). – Created reports for C-Level and Founders to help steer and inform DubaiFirst hiring strategy. – Collaborated with marketing on employer brand campaigns that increased qualified inbound applications and community engagement. Impact: Strengthened technical hiring velocity for high-growth Web3 initiatives while improving offer conversion and candidate quality. – Delivered a seamless candidate experience through transparent communication & timely feedback loops: leading to improved candidate experience scores and offer acceptance rates.

– Managed 35–40 live requisitions at peak across UK, Germany, Switzerland and the US for Global IT, Digital Technology, Product, Aircraft Systems, Marketing and Sales. – Eliminated agency dependency for 36 months, driving direct sourcing and saving Lilium £420k+ per year in external fees. DE&I: increased female/underrepresented hires by 30% through targeted outreach. Achievement: hired technical staff from 6 of the 7 continents in 2023. – Owned full-cycle recruitment for software engineering, DevOps IT, cyber security, ERP, product design, data innovation, Marcomms and aircraft systems from sourcing to onboarding. – Delivered 95% positive candidate feedback and 88% offer-to-hire conversion through structured interviews, calibrated scorecards and transparent candidate communication. – Built talent pipelines + market maps for snr tech roles, accelerating hiring for critical programs & reducing sourcing lead time from 60 (niche roles) and 45 (standard) days to 42 and 30 days. – Partnered with C-level and hiring managers to set hiring strategy, salary benchmarking and headcount forecasting that improved hiring predictability. Impact: Enabled rapid scale-up of engineering and digital teams while maintaining high candidate experience and strong retention for mission-critical hires.

– Remote based temporary role for Brook Street (Manpower Group). Focusing on Public sector recruitment. Sourcing, hiring and managing compliance for interim staff into Border Force UK. – Database management + Data collection, upload and cleansing, ID verification and process/system compliance. Secured a 97% compliance score on new applicant records. – Managed staff allocation for multiple regions UK SouthEast – reducing time to fill to 6-12 weeks. – Training/leading in online workshop and software system troubleshooting sessions. – Evaluated, recommended, and approved changes of processes, forms and reports.

– Provided strategic talent leadership, hiring guidance, direction, roadmap and vision to hiring team by identifying business needs, resources, creating & adapting tools and providing working scalable solutions. Also, led interviewer training and was a Super-user for AI scheduler (MyAlly). – Orchestrated full recruitment life-cycle from concept to execution and oversaw day-to-day operations to ensure smooth, smart, and innovative recruitment process for all involved. – Maintained 88% offer-to-hire conversion and improved scorecard completion rates in 60 days. – Extended and managed job offers to secure acceptances. Hired employees, handed over to onboarding team and processed hiring-related paperwork.

– Led hiring and delivery for private technology and public sector projects. Core disciplines: Software Engineering, IT Operations & Infrastructure, Infosec and Project/Program Management contract sourcing for Microsoft and other Microsoft Gold Partner organisations. – Supervised initial introductory phase of newly launched Curo Partner programme by managing B2B/B2C sales and lead generation through involvement with Microsoft gold partner and end-user client sales initiatives. Account management, contractor and client engagement focus. – Attained over 90% success rate through placement from first three CV's that sent for contract requirements as tier I supplier to Microsoft. Team increased inbound applications by 120%.

– Contract assignment for TfL. Hiring mainly for the Asset Management Directorate within the Surface Transport and Engineering departments. Focus: Senior Management and Technical – Offered managers advice on: campaign design, candidate attraction, assessment & selection. – Implemented 'Skills Matrix' and oversaw full recruitment lifecycle end-to-end. – Led special projects (social media+) and improved LinkedIn Recruiter usage for direct sourcing.