Your Attractive Heading
What I Do
End-to-end Recruitment
I’m early in my TA journey, but these months taught me how to stay human under pressure: keep candidates informed, learn how each stakeholder decides, and make small systems that quietly keep promises.
High volume intern pipelines
Signals buried; slow comparisons.
Batch the work. I set waves with a short pre-screen rubric, then ran group interviews so managers could compare side-by-side in one sitting.
First time roles in a new industry
Unclear definition; risk-averse decisions.
Make criteria visible. Longer calls to surface evidence; mapped to criteria we agreed with the HM. I pushed for “meets criteria” instead of “feels safest”.
Different stakeholder styles
Senior partners prefer context their way.
Speak their language. I learned each HM’s decision style (fast skim vs deep dive) and wrote short memos with clear asks and one suggested option.
Rush timelines + long processes
Too many rounds; unclear ownership.
Shorten the path. Removed non-essential rounds, combined panels, and set a weekly review rhythm with explicit owners and deadlines.
System constraints
ATS couldn’t support the flow we needed.
Parallel sheet tracker. Kept hiring moving with a Google Sheet pipeline (tags, stage counts, reminders) until formal tooling caught up.
Decisions sped up because evidence sat next to criteria. Managers weren’t hunting through notes.
For first-time roles, the team chose clarity over comfort and moved the suitable candidate sooner.
Senior stakeholders engaged more when updates matched their decision style.
Candidates described the process as clear and respectful — they always knew the next step.
