Lucille B.

Partnering with a fast-growing, design-driven creative tech startup to design and implement strategic talent and People projects that enable scale and long-term growth.

- People & Employee Experience

Creating a comprehensive People Experience Map, designing processes from offer to exit interview for a consistent, people-centered journey

Building scalable frameworks for onboarding, feedback, career development, and offboarding

Researching and coordinating partnerships for merchandising, swag, and onboarding materials to strengthen engagement and team identity

- Talent Acquisition

Leading end-to-end recruitment efforts: market mapping, outreach, candidate evaluation, and client management

Advising on recruitment strategy, role scoping, and talent positioning

In this role, I led the global recruitment of Business Development Managers—future directors within M|P and the Alten Group—focusing on high-potential, values-aligned talent. Operating in a fully international environment, I drove end-to-end strategic hiring initiatives across six key areas:

Global Sourcing & Market Intelligence

Designed and executed global sourcing strategies, conducted in-depth market mapping, and built a strong, diverse pipeline aligned with both immediate and long-term organizational needs.

Values-Based Candidate Assessment

Led comprehensive, personality-focused interviews (60–90 minutes) using roleplays and evaluative tools to assess cultural fit, adaptability, leadership mindset, and long-term growth potential.

Strategic HR & Talent Projects

Delivered cross-regional HR initiatives, including global mobility programs, talent development pathways, and continuous improvement projects to enhance HR efficiency and scalability.

Team Leadership & Coaching

Managed and mentored two Talent Acquisition Partners across time zones, ensuring process alignment, collaborative execution, and continuous skill development.

Senior Stakeholder Partnership

Collaborated closely with hiring directors, ExCom members, senior leaders, and local TA teams to define role expectations and support strategic workforce planning.

Data-Driven Recruitment Optimization

Used recruitment, retention, and performance metrics to refine processes, improve decision-making, and strengthen long-term talent outcomes.

In this role, I specialized in identifying and attracting top-tier C-level candidates through comprehensive market mapping, organizational analysis, and advanced interviewing techniques. I analyzed over 200 companies and helped build a robust database of 7,000+ potential executives. Key responsibilities included:

1. Candidate Selection

Conducted in-depth phone assessments, up to 1 hour, focusing on career achievements, personality, and cultural fit to attract the best talent.

2. Executive Sourcing & Market Analysis

Developed a strong pipeline of passive C-level candidates by mapping markets and leveraging organizational insights.

3. Team Leadership

Recruited and led a team of four Junior Recruiters (interns), guiding them on sourcing techniques and ensuring alignment with recruitment objectives.

4. Stakeholder Collaboration

Worked directly with the ExCom member responsible for executive recruitment, supporting in-person interviews and selection processes for C-level roles. Additionally, partnered with internal clients and directors to coordinate recruitment follow-up and ensure alignment with organizational needs.

5. Database Optimization

Continuously updated and refined the ATS and candidate database, optimizing processes to improve search efficiency and tracking.