Email samuelalmeida97@outlook.

be

Phone +351 928 020 529 OR +270647914048

(Whatshapp)
Date of birth 1997-12-30
Nationality Portuguese and Belgian
Link linkedin.com/in/samtechierecruiter/

OBJECTIVE
Samuel Passionate and half-scientific-creative recruiter with 3

Mendez
years of experience in crafting and executing
recruitment plans in in-house and agency settings. I am
looking forward to joining a fast-paced work
Recruiter
environment on a full-time basis to use my skills in
obtaining excellent candidates where I can evolve myself
in a rewarding experience handling my personal goals
and my future company/agency/RPO ones.

EXPERIENCE

Sep 2018 - May 2019 May 2019 - Nov 2020

Intern Tech-Sales Associate Sourcer and Recruiter
Pipedrive Pipedrive
Sales: 1-Served as a Sparring partner for Hiring
- First point of contact (presentation of the Managers regarding sourcing channels, tools, and
company and solutions, preparation of demos, specific market insights in an agile environment
business cases, and proposals); (weekly sprints) and worked with external
- Alignment between the technical, functional, and recruiters and employment agencies to identify
customer teams. additional candidates.
- CRM management.

2- Covering the sourcing (longlisting) and

Outbound Marketing: assessment (Skill-based or Behavioural) stage for :
- Definition and implementation of B2B Sales 1. Professionals involved in the Software
strategies; Development Life Cycle and other IT-related jobs
- Prospecting (Persona review, Linkedin Sales, email 2. Additional profiles such as Sales or Finance (30-
automation); 20% of my time)
- Definition of the Sales process and cycle ---------------------------------------------------------
(Pipedrive CRM). -----
1.1-Creation of a "candidate persona" with project
Product Management: managers; CTOs and other hiring managers by
- Proactive search for market trends, potential setting up soft and hard skills to find the most
referral and integration partnerships, and new suitable candidates at the right time after the
market opportunities with a view to scalability. analysis of several metrics like the salaries in the
--------------------------------------------------------- market vs expectations (Kept abreast of market
--------------------------------------------------------- trends for battlecards or benchmarking) ;Offer
-------------- acceptance and rejection rates and time-to-fill for
each job category

2.2-Talent Mining was my bread and

butter.Exhaustive searching , Boolean was widely
"spoken" everyday and X-Ray was often used as a
solution to a cross-channel sourcing approach:
(Twitter;Stackoverflow;Github;Meetup, Pipedrive
ATS).
I got the opportunity to launch new automation
methods (inspired from previously used Sales and
lead generation methods) like data extraction and
candidate contact enrichment methods that allowed
my team to streamline our daily work charge which
impacted the offer acceptance (reduction by 30%)
and the cost-per-hire.
Average of 6 interviews weekly.

2.3-Execute diversity & Inclusion activities related

to Talent Attraction & Acquisition

ATS: Pipedrive
---------------------------------------------------------
---------------------------------------------------------
--------------

Jan 2022 - Dec 2022 Dec 2021 - Present

Talent Attraction Agent Freelance Talent Attraction
Maersk Independent

-Crafting the employer branding strategy for the I have been offering sourcing, branding, and talent
sake of awareness increase attraction services to 2 companies, one of them
-Handling the outreach to the candidates by being an RPO (as a side hustle) based on my
means of compelling copywriting and the design extensive non-stoping research of new methods
of the employer branding and EVP (Employee (from automation to deep sourcing/scraping and
Value Proposition) and creation of specific IT- much more such as some growth hacking ones) to
related personas with the collaboration of the Sales hire unique professionals in a competitive market.
and Marketing team

My daily tasks revolve around briefing and de-

-Designing new recruitment marketing strategies briefing meetings between clients and candidates
and materials for social media, content creation, and coordination of client acquisition strategies.
and company events. I just ended the planning of a few job fairs and
developed and maintained contacts with colleges,
-Use of outbound techniques (Linkedin or universities, alumni groups, and other organizations
Customer Search Engine sourcing, cold calling, to identify potential applicants.
and messaging, Workday ATS, Twitter) and

inbound (ads, social media management) to reduceSome of the tools I use are Lemlist (Email
cost-per-hire, having my team achieve an increase Sequencing); Lander (creation of landing pages);
of the brand presence by 200% on Instragam. SalesQL and PhatomBuster ( search information
about the desired candidates).
-Built talent pools and nurturing of candidates.

One of my achievements was the rapid creation of

-Talent mapping and market research for future quality talent pools for an agency working for the
needs with HRBP. EU.

-Use of Textio for good message pitches.

ATS: Workday integrated with Mailchimp

EDUCATION

Madrid Madrid
Sep 2016 - Jan 2020 Oct 2020 - Dec 2021
bachelors degree in Marketing (Sales Bilingual Master in Human Resources
specialization) Management
Universidad Alcalá de Henares CEU San Pablo Madrid

SKILLS LANGUAGES

• Job ads and online postings French Portuguese

Native Native
• Human resource management
Spanish English
Advanced Advanced

PROJECTS

-Introduced various measures and tools to streamline the talent process

-Successfully achieved placement target 2 years in a row

-Non-stop self-upskilling to become a full-blown talent attraction/acquisition technology friendly professional

CERTIFICATIONS & COURSES

Some of them:

Udacity

-Online course in Digital Marketing

Udemy:

-Lead Generation, LinkedIn Marketing & Email Marketing

-70+ Copywriting & Content Writing Templates for your Success

-RECRUITMENT ENGINEERING: Talent Sourcing Guide of 2023

-Pre-Programming: Everything you need to know before you code

-Super Simple Technical Screening questions for IT

Recruiters

-SAP Human Resources (HR) for Beginners

Diploma RACS+R Certified Sourcer and Recruiter (Recruitment Academy)

On-site bootcamp in Prague

-Effective Interviewing Techniques with Jan Zenaty

-Implementation of Employer Branding and HR Marketing with Romana Martincova

-Fundamental EU legal aspects of current recruitment with Jan Prochazka

-Automation and Personal Productivity with José Kadlec