RECRUITER
A N N U A L S E L F - P E R F O R M A N C E R E V I E W
KEY ACCOMPLISHMENTS
Over the past year, my main objective was to stabilize our high-volume hiring for the customer
support and sales teams while improving the overall candidate experience. My proudest
achievement was reducing our average time-to-fill from 45 days to 32 days for entry-level
roles. I accomplished this by restructuring our initial screening process. Instead of scheduling
individual 30-minute phone screens, I implemented asynchronous video interviews for the first
round. This not only saved dozens of hours per week but also allowed hiring managers to
review candidates much faster.
Additionally, I recognized that candidates were frequently ghosting us mid-process due to long
periods of silence. I personally revamped our applicant tracking system (ATS) email templates
to ensure every candidate received a status update within 48 hours of an interview, regardless
of the outcome. This transparency noticeably improved our Glassdoor interview ratings and
helped keep top talent engaged during internal delays.
CORE COMPETENCIES & STRENGTHS
Stakeholder Alignment:
I have developed a strong ability to align with hiring managers
before a role ever goes live. By insisting on a rigorous 30-minute intake meeting for every new
requisition, I ensure we are completely aligned on the "must-haves" versus the "nice-to-haves,"
preventing wasted time on misaligned candidate profiles.
Candidate Advocacy:
I genuinely care about the people I am interviewing. I excel at building
rapport and creating a safe, welcoming environment during interviews, which helps
candidates overcome their nerves and present their true capabilities. I view myself as a guide
for the candidate, not a gatekeeper.
