Andrej Merkadic

• Built and scaled a global recruitment organization that delivered hires to clients in the DACH region, across commercial, tech, operations, and executive functions—ensuring time-to-hire and cost-per-hire stayed below industry benchmarks, as well as raising the candidate experience to nearly 80%.
• Built and lead a high-performing TA team of 8 people, enabling career development while maintaining clear focus on business goals.
• Introducing KPI-driven dashboards, recruiter enablement programs, and continuous improvement loops that lifted recruiter productivity by 40% over two years.
• Developed and implemented global metrics-driven TA strategies, aligning hiring priorities with business goals in growth, turnaround, and transformation scenarios, , continuously improving efficiency and effectiveness in talent acquisition efforts.
• Supported internal mobility initiatives by creating opportunities for employees to grow within the company, contributing to increased job satisfaction and retention rates.
• Co-lead the Sales teams in Germany and Turkey, making sure they reach our KPI's, giving them trainings on our products and following their success in our Weeklys, as well as on our dashboard.
• Participated in the final Sales calls, making sure we get the deals with our clients closed, and positioning myself as their main point of contact throughout the later process
• Introduced employer branding initiatives in collaboration with global marketing and communications teams, increasing inbound applications.
• Introduced our k.now how Recruitment webinars - powered by Kariera Group, which had up to 150 atendees per webinar. This helped our Brand recognition in Germany and created additional leads for our Sales team.
• Redesigned recruitment operations, including ATS implementation (TeamTailor), agency strategy, whole new recruitment processes and internal mobility processes.
• Championed continuous improvement efforts, fostering a culture of learning and development that contributed to overall team success.
• Regularly reported to the Managing Director for Recruitment and CEO, providing talent insights, risk analysis, and recommendations during quarterly business reviews.
• Represented the company at HR-related events to build strong networks of talents
  as well as HR experts (Job Fairs, Round tables, Webinars, Seminars)
• Received the Early Innovator Award for outstanding performance in innovation within Recruitment in Kariera Group

• Company Overview: Scout24 (ImmoScout24) is the market leading real estate platform in Germany and Austria, additionally it's one of the oldest and largest digital companies in Europe.
• Managed the in-house tech recruitment, with projects and project teams of 2-3 recruiters, end-to-end, in a very dynamic, tech savvy and KPI-driven environment.
• Worked closely with C-Level, Hiring Managers and Stakeholders to ensure that TA
  is working towards business priorities
• Implemented new recruitment processes company-wide, got rid of the backlog of open positions in the Tech Department, improved our Candidate Experience, Diversity Hires (target: 50% women or non-binary, 25% internationals) and Time to Hire massively.
• Implemented innovative sourcing strategies to identify passive candidates and expand talent pipelines for hard-to-fill roles.
• Increased the quality of new hires by refining job descriptions, setting clear expectations, and establishing performance metrics for success.
• Enhanced the efficiency of talent acquisition processes by implementing data-driven strategies and streamlining workflows.
• Mentored junior recruiters in best practices for efficient candidate sourcing, interviewing techniques, and relationship building with hiring managers.
• Worked on an international employer branding campaign with a creative
  production company (tv commercial, social clips, stills)
• Represented the company at HR-related events to build strong networks of talents
  as well as HR experts

• Project management of Recruitment and HR projects for external clients throughout Germany, responsibility for the full Recruitment life cycle (tech and non-tech positions)
• Led a small project-team of 2-3 Recruiters and made sure the KPI's are being met, while simultaneously developing them and helping their career progression
• Designed, developed, and implemented successful recruitment process to fill ~18-20% more vacancies annually.
• Stakeholder management, consulting of clients and candidates in various HR and Recruitment related topics, building new and improving existing recruitment processes at clients
• Streamlined the recruitment process by implementing a centralized applicant tracking system, reducing time-to-hire and improving candidate experience.
• Analyzed recruitment metrics regularly to identify areas of opportunity for improvement, implementing necessary adjustments to enhance overall performance.
• Improved my agency's and our client's Time to Hire, Cost To Hire and Candidate Experience.
• Championed employer branding initiatives internally and externally, increasing awareness of company culture and values while fostering employee pride.

• Company Overview: Monster Worldwide is one of the world's first and leading companies in Online-Recruitment.
• As the Project Manager at Monster Worldwide for DACH and North America, my duties included:
• Leading one of our company's main projects - Recruiting in DACH
• Leading one of our company's main projects in the USA and Canada - Employer Branding (The Foundry)
• Collaborated with business leaders to align HR strategy with overall organizational goals and objectives.
• Mentored, developed and led a team of 3 Sourcers
• Evaluated company deficiencies and implemented corrections and improvements.
• Performed detailed business analytics to cultivate deeper understanding of requirements and determine HR's role in fulfillment.
• End-to-end recruitment for tech and non-tech roles within DACH
• Planning, execution, control and monitoring
• Implementation of project changes and process optimizations and leading the projects to a successful end;
• Stakeholder management: Working with and coordinating our Sales and Global Customer Service Teams for the DACH region, as well as our external service providers, to reach the KPI's we agreed upon in the contracts with our clients in a timely manner.
• Customer and requirement management, business process understanding and analysis: Interviewing and briefing our clients, defining and discussing their company's needs.

• I was the person leading the full in-house hiring for our 6 offices in Germany, Austria and Switzerland, as well as TA consulting of our hiring managers in the DACH region.
• Managed full-cycle recruitment processes, from job posting creation to offer negotiation and acceptance. (Tech/IT, Sales, Marketing, HR, Business, Finance, Management);
• Guiding, preparing and assisting the candidates through all stages of the recruitment process;
• Consulting, advising Hiring Managers on overall hiring process, building strong relationships with Hiring Managers and leaders;
• Using a variety of standard and specialized sourcing techniques as needed to obtain an acceptable pool of well-qualified candidates;
• Utilizing behavioral interviews and validating assessment tools as needed to screen qualified candidates;
• Delivering a range of services to support sourcing, selection, on-boarding and orientation activities in line with agreed requirements and delivery standards;
• Handling all new hire processes including offer letter generation/delivery, payroll setup, etc. and maintaining proper hand-offs of the new hire process to the HRBP/HR Managers to ensure a positive onboarding experience.
• Streamlined the talent acquisition process by implementing an applicant tracking system and improving candidate experience.

• Company Overview: Infosys is a multinational corporation that is offering IT services, business consulting and outsourcing services for over 20 other big multinational corporations.
• End-to-end recruitment for the defined business area, both tech/IT and non-tech roles;
• Counseling and assistance of candidates throughout the interview processes and throughout the visa processes in the Czech Republic;
• Recruitment strategy development;
• Cooperation with recruitment agencies from the Czech Republic and abroad;
• Language checks with candidates in English, German, Spanish, Czech and Croatian;
• Stakeholder Management and consulting on Recruitment, Employer Branding and DEI topics;
• Attending job fairs to assist in the positive branding of the company;
• Managing relocation support from applicants from abroad;
• Improved candidate experience through timely communication, transparent interview processes, and constructive feedback.

• Company Overview: Lufthansa is among the largest flight companies worldwide.

My main obligations were the following:

• Logistics management on Lufthansa flights;
• Creation of complex loading instructions and load sheets, calculations and planning;
• Communication and instructing all the parties involved in the process;
• Occasionally coaching/mentoring of others.

Additionally to my main obligations, I was assisting in the HR office and that included:

• Building the company's recruitment process from scratch
• Recruitment (full-cycle)
• TA mentoring
• German language checks;
• Developing recruitment strategies
• Lufthansa is among the largest flight companies worldwide.

• Company Overview: The company was specialized on energetics, in particular on sales of electricity and gas for German small enterprises and private parties/households. They were working together with some of the biggest electricity and gas companies in Germany as their clients.
• My daily duties included:
• End-to-end recruitment focused mainly on German-speaking tech/IT, sales and management positions;
• Building the company's recruitment process from scratch, implementing a new ATS and KPIs;
• Managing a team of 3;
• Performance management and development of motivational programmes for employees;
• Employee safety, wellness and health;
• Organizing workshops: trainings, learning and development;
• Organizing team buildings;
• Settling of conflicts and counselling;
• Handling of various administrative processes connected to the candidates selection process, on-boarding and off-boarding;
• The company was specialized on energetics, in particular on sales of electricity and gas for German small enterprises and private parties/households. They were working together with some of the biggest electricity and gas companies in Germany as their clients.

• I have occupied the position of a sales broker and consultant in the energetics field for the German market; specifically for medium and large enterprises where I have been working with clients on a daily basis.

• At first, my responsibilities were selling and buying up insurance in cooperation with German insurance companies, and consulting services to German private parties.
• After approx. two months on the sales position, I became in charge for the staffing and onboarding of new candidates, holding screenings, interviews, German language checks and evaluations of each potential employee.
• This has been my entrance into the world of HR/Recruitment.