Ariadna Razaseanu

• Own and execute global hiring strategy for tech and GTM roles across Europe, aligning talent priorities with business goals. • Act as a strategic partner to leadership, driving workforce planning, role architecture, and long-term team scaling initiatives. • Built full-cycle recruiting processes that reduced time-to-hire to under 20 days and improved offer acceptance rates. • Leverage data, funnel metrics, and market insights to inform hiring decisions, unblock processes, and improve forecast accuracy.

• Led HR operations for 200+ employees, overseeing onboarding to off-boarding, document management, and payroll processes in Germany, Slovakia and Malta; • Liaised with C-level executives, senior management, and team members to ensure alignment and effective communication in HR initiatives; • Managed end-to-end recruitment processes for over 150 roles annually, covering commercial, medical, and technical domains, leading to a 30% reduction in time-to-fill;

• Spearheaded internal and external communications to enhance employer branding; • Designed and implemented feedback mechanisms, including employee surveys and action planning sessions; • Organised HR-driven community events, enhancing employee engagement. • Managed onboarding and policy communication processes, ensuring clarity and adherence; • Led continuous process improvement initiatives to enhance operational efficiency and align with best practices;

• Led market expansion strategies into new countries, adapting HR approaches to local environments, and ensuring compliance with regional labor laws. • Planned and coordinated events to promote employee engagement and enhance the company’s brand in new markets.

• Directed full-spectrum HR functions, including talent acquisition, training, payroll, and budgeting, with a focus on optimising processes to boost productivity and staff retention; • Directed and scaled a team from 8 to 35 people, managing four cross-functional teams, which enhanced operational efficiency by 15% through data-driven organisational design initiatives; • Engineered and led training and development programs that elevated staff competencies, resulting in 30% improvement in employee retention;

• Held responsibility for brand management and corporate identity; • Managed brand and lead generation campaigns to support talent acquisition, improving recruitment conversion rate by 3%; • Collaborated with HR teams to align marketing strategies with recruitment goals, enhancing the company’s employer brand; • Measured and reported key metrics to the executive board on a weekly, monthly, and quarterly basis, ensuring alignment with strategic objectives;