Goals
- Support the talent acquisition team in screening and shortlisting candidates for open roles.
- Ensure all new hire onboarding materials were complete, accurate, and delivered on time.
- Maintain organized candidate tracking and communication records throughout each hiring cycle.
Approach
I took ownership of the early-stage screening pipeline , reviewing resumes, conducting initial outreach, and scheduling interviews for hiring managers. I built and maintained a candidate tracker that gave the team real-time visibility into where each candidate stood at any point in the process.
For onboarding, I compiled and standardized the documentation package for new hires , ensuring every new team member had everything they needed before day one, reducing the admin overhead on the full-time HR team.
Outcomes
- Screened 15+ candidates across technical and non-technical roles, shortlisting for 3 successful hires.
- 100% of onboarding documentation completed and delivered ahead of each start date.
- Reduced recruiter admin time by taking ownership of candidate communication and status tracking end-to-end.
- Built a reusable candidate tracker adopted by the team for subsequent hiring cycles.
People operations runs on trust , candidates, hiring managers, and new hires all depend on someone following through. This role taught me that the best processes are invisible: when onboarding is seamless, new hires feel set up for success from day one, and the organization moves faster as a result.
Want to see more?
Additional work samples and case breakdowns available on request.