Booklet for Recruiters

PURPOSE

● Present the values, objectives and work culture of TransparentBusiness, SheWorks! and Yandiki

● Give all the information in order to understand what is the role expectation for a recruiter

● Have all the process information for new recruitments

● Give messages, examples and access to the templates we use to do the job

OBJECTIVES:

● Establish a clear process and positive experience in order to:

○ Facilitates the new talent’s ability to contribute in the new role.

○ Increases the new talent’s comfort level in the new role.

○ Reinforces his/her decision to join SheWorks!/TransparentBusiness.

○ Enhances productivity.

○ Encourages commitment and engagement.

SCOPE:

This booklet applies to sources, assistant, recruiters, and team members who are involved in the hiring

of potential candidates.

OUR PHILOSOPHY

Our onboarding process must guarantee that all new incorporations share the philosophy and values:

We are a multicultural company and we hire talent without gender, cultural or geographic restrictions.

We work from anywhere in the world with a flexible model but with great responsibility and dedication.

OUR VALUES

● Ownership

● Transparency

● Commitment to results

● Propose solutions

● Handle ambivalence management

● Quality of service provided

● Ability to learn and introduce new knowledge

OUR VISION is to become the global industry leader in business transparency and remote workforce

solutions.

We are a social impact company that uses disruptive technologies to connect the dots between online
education, talented professionals in emerging markets, and remote and flexible job opportunities on a
global scale.

Award-Winning Technology Platform that boosts productivity, accountability and transparency of

distributed teams and remote workers

Talent Marketplaces with vetted professionals distributed globally

We are an online platform connecting creative freelance talent with companies looking for leaner, more
transparent ways of carrying out remote contractual work.

OUR SOLUTION: Triangular Relationship

We have three principal actors in the recruitment process. The client, who tells us what they need,

SheWorks as a company who gives them the representation and a BTB service, and the dedicated

recruiter who works in order to find the correct talent.

Talent as a service:
Solutions designed to help companies hire and manage on demand and remote-ready talent, and to

help workers access remote work opportunities

 Service Agreement
Dedicated recruiter:

What our recruiters need to do:

● Work closely with managers to understand the company’s hiring needs.

● Manage part of or the full recruiting cycle across a variety of open roles, helping you attract,
screen and hire quality talent.
● Grow and foster high-touch relationships with a database of qualified active and passive talent
to pull from as new positions open up (talent pipelines).
● Stay active in job boards, social networks, and platforms to attract talent. Plan, create, and
release job descriptions and announcements. Keep candidates’ files complete and up to date.

Who are the principal roles in the recruitment Process:

The commercial team is responsible for starting a relationship with the client and for the first 4 steps in
the process. Once the proposal is approved, the commercial notified Maricruz Tabbiaand she assigned
the new opportunity to a recruiter, who completed steps 5, 6, 7 and 8 in the process. *

Pipedrive-Steps in the process: (Pipedrive it is the CRM that we use to follow up and register our
comercial process and recruitment processes)*

1. Generating a lead: The commercial teams need to understand and know the opportunities and
requirements that the client has. They need to generate a relationship with them and offer our
solutions.
2. Qualifications: follow up with the client
3. MSA: Agreement and criterias revisión
4. Proposal: Proposal send to the client and we expect the client approval
5. Searching: looking for the best talent according to the strategy and interview them
6. Submitting: Present the candidates to the client in order to be considered for the opportunity.
Important: before presenting the candidates, they have to sign on the NDA agreement and be in
our system: SheWorks
7. Interviewing: The client interview the talents and give feedback of them
8. Hiring & onboarding: Close the process with the selected candidates and explain about the
company and work

Talent as a service-Recruitment process:

1. What do recruiters need to start the work?:

● The information about the opportunity. The proposal (or job opening request form). In order to
start the search process, the recruitment team needs as much information as possible on the
requirements for the new position (skills, availability, experience, budget, etc.).
● Have a meeting with the client in order to have as much information as possible of the
opportunities. This touch point is very important in the process. The client knows the recruiter
and the recruiters knows the client and can share market information with them.
● Information about the company- Understand what the company do
● Define the strategy to start the recruitment process. With all the information, the recruiter is
capable of defining how to start the recruitment process, for example, if this position can be
filled with talents of our base or need to be posted in a particular web page etc.
2. Job description and Job announcement- Share the opportunity

Once the recruitment team has all the information about the new opportunity, they have to create the
Job Opening Request Form- example). This information has to be sent to the webmaster, who is in
charge to share the opportunity in the career landing, newsletter, LinkedIn, Facebook and Instagram.
Then the recruiter can share it in his/her personal web following this steps:

1- Go to the Career landing: https://jobs.wheresheworks.com/

2- Go to post and share it

(If the recruiter wants a different post, can ask for access in canva and generate another one).
 Just to know, the job announcement that the webmaster prepares should be one paragraph. Example: 

We are looking for a Data Entry Clerk to update and maintain information on our client’s
databases. The responsibilities include collecting and entering data in databases and
maintaining accurate records. Our ideal candidate has essential data entry skills, like fast typing
and an eye for detail. Previous experience as a Data Entry Clerk or similar position will be
considered an advantage.

And the job announcement will be shared on the following platforms: (some we mention before)

● SheWorks-Facebook
● Newsletter
● SheWorks! LinkedIn page

● Websites related to women-in-tech

● Universities, Academies ( Examples: Acamica, DigitalHouse. Coderhouse)

● Asociaciones (ej Cessi )

● Referral Program (for SheWorkers)

3. Start the Talent search process

As a first step, candidates should be identified in our Talent Database and contacted with an email and
wp similar to this one to check interest, availability, rate, and confirm their experience aligns with the job
requirements. (Probably to have all the answers, you will need to add a phone call or meet call).
Candidates will also be informed that we require them to take a test. (if it is necessary)

1- Go to https://yandiki.com/

2- Go to She Works
3- Then go to “Yandiki” in the black header and then you can Filter considering different criterias

Candidates that send their applications via Facebook will also be contacted via email or wp when
possible or via the Facebook application.

The recruiter team has to review the talent email (talent@wheresheworks.com) to see the applications
and answer them, and the candidates must be encouraged consistently to register in SheWorks!
Another possibility is to be in touch directly with the Webmaster and ask him for all the cvs that applied
in the career landing page.

According to the Recruitment strategy, the recruiter can post the Job description in others tool like:

● Indeed
● Linkedin
 ● CompuTrabajo
● Torre
● Upwork
● Glassdoor
● Talento digital
● Tecnoempleo

This is an example of how you can contact a candidate in Linkedin:

Hi Kendall (Name), My name is Ana and I work in Sheworks. We are looking for a Sales account
Specialist Jr (Name of the Role). This is the opportunity: (Link to the post that the recruiter did)
https://www.indeed.com/viewjob.) If you are interested, please let me know. Thanks!

After that, the recruiter has to review the applications and see if someone can be considered for the
opportunity.

4. Interviews

When candidates are interviewed, we suggest using this form and have the follow up of the process in
an excel like this. (The recruiter has to put all this information in a shared folder).

The process has to be complete too in our CRM : PIPEDRIVE ( We mentioned it before)
5. Present the Talents/candidates

Ideally, we present at least 3 talents and no more than 5 to the client. Once you have them, send it by
email.

The email needs to include:

● Name of the talents

● Short bio highlighting past clients and relevant experience.
● Why it could be a good talent for that opportunity
● CV or Link to SheWorks! Profile.
● External rate.
● Country of residence
● Link to test results.( If it is necessary)

This email could be sent by the recruitment team directly to the client or through the commercial team.
Important! Before the talents be presented, they have to be in our system and Sign the NDA Agreement

6. Feedback

The relationship between the recruiter team and the talents is very important for SheWorks and we
promote the constant feedback with them

Examples of negative and positive feedback that you can use:

 Kendall, the Client, let us know that in this first step of the process wants to move on with some
other Talents. Your profile is very interesting for us and we want to keep in touch in case the
process changes or further opportunities. Thanks in advance for all the time and
professionalism.

Kendall, Congratulations! The client is very happy to have you in the team and we are so glad
you let us be part of the process.

Regret Email- Example

Hello NAME,

We wanted to let you know that the POSITION role you applied for through SheWorks! has closed.
Opportunities close for a number of reasons, most often when an offer has been extended to another
candidate or if the role has been placed on hold.

We know this isn't the news you were hoping for but please don't be too discouraged. While this
application didn't work out, there are many more opportunities waiting to be filled.

We recommend you create a profile with us here so that we can continue to send any relevant new job
matches your way. You can also visit our Career Landing to view all current job listings.

Kind regards

RECRUITER

7) Close the position and feedback

Once the client selects the correct talent, the recruitment team needs to close all the job postings that
have been created, ask the webmaster to close all the posts, and ask for feedback to the client and
candidates.

Feedback template -example

● How do you qualify your satisfaction with the SheWorks Service? (1 to 10)

● What positive aspects of SheWorks service can you share with us?

● What opportunities of SheWorks service can you share with us?

 ● How likely are you to recommend our service in the future? (1 to 10)

● Something else that you want to share with us?

7. Talent onboarding (Just FYI- this step is not a recruiter responsibility)

A. Onboarding Talent for a Client: 

1. Add talent to the client account

2. Check internal and external rates are consistent with the offer
3. Create the project and assign the talent
4. Send a welcome email and connect the talent with the client officially. Also add the link to the
project report.
5. In a separate email, send the SheWorks! Talent Manual to the talent, the tutorial on how to use
the timer and how to manage a project in the platform. Also confirm the selected payment
option. 
6. Schedule a quick catch-up via Skype their first day of work to make sure they are using the timer
correctly. 

B. Onboarding New Staff Members: 

1. Add talent to the SheWorks!/TransparentBusiness account

2. Check internal rates are consistent with the offer
3. Create/Assign staff to corresponding projects and tasks
4. Send a welcome email and connect them with the CEO or their direct supervisor officially. Also
add the link to the project report. 
5. In a separate email, send the SheWorks! Talent Manual to the talent, the tutorial on how to use
the timer and how to manage a project in the platform. Also confirm the selected payment
option. 
6. Schedule a quick catch-up via Skype their first day of work to make sure they are using the timer
correctly. 
7. Create an email account in SheWorks! Connect with the Head of Design to organize the
signature. 
8. We assign a buddy who will guide her during the first month in all the questions and doubts
that she has They will communicate by WhatsApp, Mail or Meet
9. Induction. Video explaining who´s who in the organization and the entire HR team
10. After the trial period is over, request 100 business letters with Moo, if requested or approved by
the CEO. 
11. Survey about how was your experience the first month
12. Explore workplace to generate social communities and interaction between SheWorkers

** Santa´s List: Identify SheWorkers on map by proximity and suggest free bars / coworking spaces to
work together
dE