Experience

Boa Vaga

• Brazil
• Human Resources
• 1 - 100 Employee

• Talent Advisor

  • Nov 2023 - Present



levva

• Brazil
• IT Services and IT Consulting
• 200 - 300 Employee

• People Coordinator

  • Jan 2023 - Oct 2023

  Responsible for the PeopleOps structure (Recruiting, Culture and Training). Main activities: • Management of a team of 7 people (03 recruiters, 02 in Benefits Analysts, 01 Training and Development Analyst, and 01 in Culture Analyst). • Construction of databases and indicators for the areas (PowerBI and Python). • Design and automation of area processes (Power Automate). • Structuring the company's hiring pipeline (more than 100 technology positions closed in 06… Show more Responsible for the PeopleOps structure (Recruiting, Culture and Training). Main activities: • Management of a team of 7 people (03 recruiters, 02 in Benefits Analysts, 01 Training and Development Analyst, and 01 in Culture Analyst). • Construction of databases and indicators for the areas (PowerBI and Python). • Design and automation of area processes (Power Automate). • Structuring the company's hiring pipeline (more than 100 technology positions closed in 06 months). •Reports to area process stakeholders. • Analysis of business strategies and guidance to leadership in decision-making. • Design and monitoring of OKRs (Objectives and Key Results). Show less Responsible for the PeopleOps structure (Recruiting, Culture and Training). Main activities: • Management of a team of 7 people (03 recruiters, 02 in Benefits Analysts, 01 Training and Development Analyst, and 01 in Culture Analyst). • Construction of databases and indicators for the areas (PowerBI and Python). • Design and automation of area processes (Power Automate). • Structuring the company's hiring pipeline (more than 100 technology positions closed in 06… Show more Responsible for the PeopleOps structure (Recruiting, Culture and Training). Main activities: • Management of a team of 7 people (03 recruiters, 02 in Benefits Analysts, 01 Training and Development Analyst, and 01 in Culture Analyst). • Construction of databases and indicators for the areas (PowerBI and Python). • Design and automation of area processes (Power Automate). • Structuring the company's hiring pipeline (more than 100 technology positions closed in 06 months). •Reports to area process stakeholders. • Analysis of business strategies and guidance to leadership in decision-making. • Design and monitoring of OKRs (Objectives and Key Results). Show less



Bowe

• Brazil
• Business Consulting and Services
• 1 - 100 Employee

• HR Leader

  • Aug 2021 - Jan 2023

  At Bowe I am responsible for the operation of the People and Culture area. I took on the challenge of structuring the area from scratch, from indicators to teams and processes, quickly delivering value to the business. My management involves subsystems: training and development, business partner, attraction and selection, employer brand and people management. Main activities: ● Management of a team of four people (two analysts and two interns) on the Recruiting, HR Business Partner… Show more At Bowe I am responsible for the operation of the People and Culture area. I took on the challenge of structuring the area from scratch, from indicators to teams and processes, quickly delivering value to the business. My management involves subsystems: training and development, business partner, attraction and selection, employer brand and people management. Main activities: ● Management of a team of four people (two analysts and two interns) on the Recruiting, HR Business Partner and Employer Branding subsystems. ● Construction of the database used to kickstart the people analytics project. ● Construction of advanced dashboards (Google Data Studio and Power BI) for massive data analysis. ● Construction of Bowe's jobs structure and salary plan. ● Implementation of the new recruitment and selection system used in the company. ● Redesign of the performance appraisal process. ● Employer brand design focused on social networks. ● Creation of people and culture processes, from procedures to the redesign of activities. ● Elaboration of the company's gamification and recognition program, based on scores and variable salaries. ● Leadership training and development in matters involving people management. Show less At Bowe I am responsible for the operation of the People and Culture area. I took on the challenge of structuring the area from scratch, from indicators to teams and processes, quickly delivering value to the business. My management involves subsystems: training and development, business partner, attraction and selection, employer brand and people management. Main activities: ● Management of a team of four people (two analysts and two interns) on the Recruiting, HR Business Partner… Show more At Bowe I am responsible for the operation of the People and Culture area. I took on the challenge of structuring the area from scratch, from indicators to teams and processes, quickly delivering value to the business. My management involves subsystems: training and development, business partner, attraction and selection, employer brand and people management. Main activities: ● Management of a team of four people (two analysts and two interns) on the Recruiting, HR Business Partner and Employer Branding subsystems. ● Construction of the database used to kickstart the people analytics project. ● Construction of advanced dashboards (Google Data Studio and Power BI) for massive data analysis. ● Construction of Bowe's jobs structure and salary plan. ● Implementation of the new recruitment and selection system used in the company. ● Redesign of the performance appraisal process. ● Employer brand design focused on social networks. ● Creation of people and culture processes, from procedures to the redesign of activities. ● Elaboration of the company's gamification and recognition program, based on scores and variable salaries. ● Leadership training and development in matters involving people management. Show less



HostGator América Latina

• Technology, Information and Internet
• 200 - 300 Employee

• Senior Tech Recruiter

  • Feb 2021 - Jun 2021

  I joined Hostgator with the challenge of structuring the area's indicators and processes. My report was directly to Head of People in Latin America. Main activities: ● Responsible for recruiting to the company's technology openings. ● Construction of dashboards and indicators in Google Data Studio. ● Elaboration of the recruitment flowchart. ● Partnership with recruitment providers aligned with the Employer Branding strategy. ● Initial design of the company's Employer… Show more I joined Hostgator with the challenge of structuring the area's indicators and processes. My report was directly to Head of People in Latin America. Main activities: ● Responsible for recruiting to the company's technology openings. ● Construction of dashboards and indicators in Google Data Studio. ● Elaboration of the recruitment flowchart. ● Partnership with recruitment providers aligned with the Employer Branding strategy. ● Initial design of the company's Employer Branding actions. ● Creation of procedures and guides for the Talent area. ● Definition of short (quarterly) and medium (annual) recruitment strategies. ● Focal point for leaders in matters involving people management. Show less I joined Hostgator with the challenge of structuring the area's indicators and processes. My report was directly to Head of People in Latin America. Main activities: ● Responsible for recruiting to the company's technology openings. ● Construction of dashboards and indicators in Google Data Studio. ● Elaboration of the recruitment flowchart. ● Partnership with recruitment providers aligned with the Employer Branding strategy. ● Initial design of the company's Employer… Show more I joined Hostgator with the challenge of structuring the area's indicators and processes. My report was directly to Head of People in Latin America. Main activities: ● Responsible for recruiting to the company's technology openings. ● Construction of dashboards and indicators in Google Data Studio. ● Elaboration of the recruitment flowchart. ● Partnership with recruitment providers aligned with the Employer Branding strategy. ● Initial design of the company's Employer Branding actions. ● Creation of procedures and guides for the Talent area. ● Definition of short (quarterly) and medium (annual) recruitment strategies. ● Focal point for leaders in matters involving people management. Show less



Boa Vaga

• Brazil
• Human Resources
• 1 - 100 Employee

• Talent Acquisition Specialist

  • Dec 2018 - Jan 2021

  Vire was my tech recruiting consultancy. My purpose in creating it was to offer an alternative to the selective process model of traditional consultancies (impersonal, rigid and bureaucratic). We conduct hunting processes in a more humane, up-to-date manner, strongly based on employer branding and tech recruiting strategies. I have developed tech hunting projects for companies in different sectors. Among the clients served, I highlight: Vitafor, Kabum (Magalu), Sanavita, Bild, Semantix… Show more Vire was my tech recruiting consultancy. My purpose in creating it was to offer an alternative to the selective process model of traditional consultancies (impersonal, rigid and bureaucratic). We conduct hunting processes in a more humane, up-to-date manner, strongly based on employer branding and tech recruiting strategies. I have developed tech hunting projects for companies in different sectors. Among the clients served, I highlight: Vitafor, Kabum (Magalu), Sanavita, Bild, Semantix, Eurocar, Dasa, MBM, among others. I have experience in hunting tech professionals in traditional and non-traditional channels (such as Telegram, Dribbble, GitHub and Slack). Show less Vire was my tech recruiting consultancy. My purpose in creating it was to offer an alternative to the selective process model of traditional consultancies (impersonal, rigid and bureaucratic). We conduct hunting processes in a more humane, up-to-date manner, strongly based on employer branding and tech recruiting strategies. I have developed tech hunting projects for companies in different sectors. Among the clients served, I highlight: Vitafor, Kabum (Magalu), Sanavita, Bild, Semantix… Show more Vire was my tech recruiting consultancy. My purpose in creating it was to offer an alternative to the selective process model of traditional consultancies (impersonal, rigid and bureaucratic). We conduct hunting processes in a more humane, up-to-date manner, strongly based on employer branding and tech recruiting strategies. I have developed tech hunting projects for companies in different sectors. Among the clients served, I highlight: Vitafor, Kabum (Magalu), Sanavita, Bild, Semantix, Eurocar, Dasa, MBM, among others. I have experience in hunting tech professionals in traditional and non-traditional channels (such as Telegram, Dribbble, GitHub and Slack). Show less



Sanavita

• Brazil
• Food and Beverage Manufacturing
• 100 - 200 Employee

• Senior Human Resources Analyst

  • Oct 2014 - Nov 2018

  We took on the challenge of creating – from scratch and with few resources – a strategic and humanized People Management area. Sanavita (leading company in the green foods market) grew at a fast pace (40% per year) and with a high volume of vacancies. We focused our work on balancing the qualities of the existing culture (humane and simple) while bringing in new people, creating processes and expanding the business. My work was divided between acting as a headhunter and HR Business… Show more We took on the challenge of creating – from scratch and with few resources – a strategic and humanized People Management area. Sanavita (leading company in the green foods market) grew at a fast pace (40% per year) and with a high volume of vacancies. We focused our work on balancing the qualities of the existing culture (humane and simple) while bringing in new people, creating processes and expanding the business. My work was divided between acting as a headhunter and HR Business Partner. Main activities: ● Conducting end-to-end selection processes (from Jr Analysts to the Heads of the areas) for the business units. ● Analysis of SLAs of human resources suppliers and conduction of initial negotiations. ● Hunting for strategic positions. Successful attraction of senior professionals in leading companies to compose the new leadership of the business. ● Responsible for Employer Branding and Employee Value Proposition projects. ● Organization of lectures at universities and specialized events. ● Consultancy and leadership guidance on matters involving people management (budget, positions and salaries, headcount, profiling, people development, etc.). ● Leading new projects in the HR area, such as: Open House, Corporate Communication, Employer Branding and EVP, Innovation Management, Social Policies (Diversity and Inclusion), etc. ● Co-responsible for the Jobs and Salaries project (SalaryMark methodology) developed in partnership with the specialized consultancy (Carreira Muller). Acting from the creation of descriptions of the positions with the managers to the development of the remuneration strategies used. ● Development of standard procedures and indicators (KPIs) for subareas (R&S, T&D, Benefits, among others) and standardization of data (Excel, PowerBI). ● Recognition in the company's “Future Talents” program. Being trained/mentored for leadership positions. Show less We took on the challenge of creating – from scratch and with few resources – a strategic and humanized People Management area. Sanavita (leading company in the green foods market) grew at a fast pace (40% per year) and with a high volume of vacancies. We focused our work on balancing the qualities of the existing culture (humane and simple) while bringing in new people, creating processes and expanding the business. My work was divided between acting as a headhunter and HR Business… Show more We took on the challenge of creating – from scratch and with few resources – a strategic and humanized People Management area. Sanavita (leading company in the green foods market) grew at a fast pace (40% per year) and with a high volume of vacancies. We focused our work on balancing the qualities of the existing culture (humane and simple) while bringing in new people, creating processes and expanding the business. My work was divided between acting as a headhunter and HR Business Partner. Main activities: ● Conducting end-to-end selection processes (from Jr Analysts to the Heads of the areas) for the business units. ● Analysis of SLAs of human resources suppliers and conduction of initial negotiations. ● Hunting for strategic positions. Successful attraction of senior professionals in leading companies to compose the new leadership of the business. ● Responsible for Employer Branding and Employee Value Proposition projects. ● Organization of lectures at universities and specialized events. ● Consultancy and leadership guidance on matters involving people management (budget, positions and salaries, headcount, profiling, people development, etc.). ● Leading new projects in the HR area, such as: Open House, Corporate Communication, Employer Branding and EVP, Innovation Management, Social Policies (Diversity and Inclusion), etc. ● Co-responsible for the Jobs and Salaries project (SalaryMark methodology) developed in partnership with the specialized consultancy (Carreira Muller). Acting from the creation of descriptions of the positions with the managers to the development of the remuneration strategies used. ● Development of standard procedures and indicators (KPIs) for subareas (R&S, T&D, Benefits, among others) and standardization of data (Excel, PowerBI). ● Recognition in the company's “Future Talents” program. Being trained/mentored for leadership positions. Show less



CTC - Centro de Tecnologia Canavieira

• Brazil
• Biotechnology Research
• 400 - 500 Employee

• HR Trainee

  • Jan 2014 - Jul 2014

  Recruitment for the genetic improvement sector in sugarcane culture and its subsystems. Hunting process for key-roles such as researchers (masters and doctors) and technical representation of products. Recruitment for the genetic improvement sector in sugarcane culture and its subsystems. Hunting process for key-roles such as researchers (masters and doctors) and technical representation of products.



Global Empregos Ltda

• Brazil
• Staffing and Recruiting
• 200 - 300 Employee

• Recruiter

  • May 2013 - Dec 2013

  High-volume recruitment for the start of the automotive hub in Piracicaba, having had direct contact with the Korean leadership of international companies (Hyundai, MSB, Hwashin, etc). Recruitment processes from operational and administrative positions to middle management. High-volume recruitment for the start of the automotive hub in Piracicaba, having had direct contact with the Korean leadership of international companies (Hyundai, MSB, Hwashin, etc). Recruitment processes from operational and administrative positions to middle management.



ArcelorMittal

• Luxembourg
• Mining
• 700 & Above Employee

• Psychology Trainee

  • Jan 2012 - May 2013

  Conducting psychological and psychometric evaluation processes for employees at the Piracicaba plant - SP. Action based on the use of psychometric tests and anamnesis interviews, aiming at the reduction and prevention of accidents at work. Conducting psychological and psychometric evaluation processes for employees at the Piracicaba plant - SP. Action based on the use of psychometric tests and anamnesis interviews, aiming at the reduction and prevention of accidents at work.



Faculdade de Ciências Médicas da Unicamp

• Brazil
• Research Services
• 200 - 300 Employee

• Psychology Trainee

  • May 2011 - Oct 2011

  I advised students of master's, doctoral and postdoctoral in rheumatology in the psychological evaluation of patients with systemic lupus erythematosus. Action based on the use of neuropsychological tests and interviews. I advised students of master's, doctoral and postdoctoral in rheumatology in the psychological evaluation of patients with systemic lupus erythematosus. Action based on the use of neuropsychological tests and interviews.