Esso Bodjona
Skill Score
Rookie (2/6)
104
Industries
No Industries Found
Contact
Skills
Evaluated for Associate Product Manager and Generalist PM role archetype
Performance by Category
Communication
0%
Strategy
0%
Design
0%
Technology
0%
Execution
0%
Go-to-market
0%
Top Skills
Metrics definition User research Listening Wireframes and mocks User feedback review Negotiation Stakeholder alignment Writing and presentation Product vision Business model design Growth experiments Pricing strategy Product roadmap Market positioning Build vs buy vs partner Digital marketing Feature prioritization Sales training and support Marketing collateral Relationship building Product requirements User journey and personas
Skill Progression
Experience

Senior

• Leverage a data focused strategy to reduce employee turnover by incorporating engagement initiatives and training programs
• Co-lead the build out of the DEIB, Culture, and Social Impact committee and serve as co-chairs for each committee
• Contribute in creating processes to transition into an async culture and decrease time spent in meetings by 25%
• Own the slack ticketing system and address employee inquiries related to total rewards, leave, policies, performance, and payroll
• Implement a strategic TA and onboarding program to efectively hire candidates within 30-45 days, while increasing new hire satisfaction
• Partner with the marketing team to implement up to par branding techniques to expand our brand awareness

Principal Recruiter

• Partnered with talent leadership on scaling processes to decrease time to fill from 45 to 30 days and increase ofer acceptance rates from 50% to 72%
• Served as the Community Chair for the Women’s ERG to create diversity opportunities internally and externally
• Co-led the build out of the emerging talent program strategy, which led the team to fill 9 roles within 2 months
• Utilized data and talent trends to guide senior leaders on compensation and team structure, which helped the business reduce talent costs by 65% as an OKR
• Executed a diversity program to train teams on sourcing minority and marginalized groups – number of hires increased from 2 to 9
• Partnered with talent leadership and marketing to enhance our social media presence to drive more direct hires
• Used talent insights to expand a pool of 100K+ candidates in new locations for the team to target against business and technology roles
• Mentored and guided teams to meet hiring goals and mitigate hiring risks

Manager, Recruiting

• Managed a team of 5 talent partners, 1 sourcer and 1 recruiting coordinator
• responsible for hiring, coaching, performance, and career development
• Forecasted headcount and built capacity models to set expectations on recruiter to req ratio for finance and hiring leaders
• Launched a scalable TA process to align with the rapid growth of the Customer Success department – hires increased from 40 to 95
• Consulted on org structure, talent planning and DE&I gaps and delivered training sessions with the hiring and TA team – resulted in a 85% ofer acceptance rate
• Developed a Fund Accounting hiring playbook, which enabled the team to meet 144% of the hiring plan in 3 months
• Engineered and rolled out a custom dashboard for stakeholders to outline critical metrics and empower the team to mitigate hiring challenges
• Revamped the employee referral program to reduce agency costs from $900K to $120K

AVP, Talent Partner

• Adopted a data driven approach to build out the TA function, including decreasing agency costs from ~800K to $200K, rapidly increasing headcount from 90 to 500, and expanding into international markets
• Led and executed the implementation of Greenhouse ATS and provided enablement and trainings to help standardize hiring processes
• Developed and launched new hire onboarding programs and interview and unconscious bias trainings to enhance the employee’s experience
• Managed a team of 2 TA coordinators – responsible for hiring, coaching, performance, and career development
• Established the internal mobility program to expand career advancement opportunities – 30 employees successfully transferred
• Aided in the transition from in person to remote operations by revamping interview processes, developing engagement programs, and implementing an intranet
• Partnered with the VP, HR on compensation framework implementation and immigration and M&A onboarding processes
• Launched a DE&I Committee and served as chair member for the DE&I & Philanthropy Committee
• Optimized branding eforts with the marketing team – increased the social media views by 70% which impacted our direct sourcing eforts

Recruiting Business Partner

Sourcer & Recruiting Business Partner (Oct 2016 – Oct 2017 & Oct 2017 – Oct 2018) Senior Recruiting Coordinator (Jul 2015 – Oct 2016)
• Employed diversity strategies to increase diverse hires at the VP and Director level from 5% to 15% during my tenure
• Built out the Comprehensive Capital Analysis & Review (CCAR) function – filled 100% of hiring through direct sourcing and internal mobility eforts
• Partnered with HR teams to manage the international transfer, relocation, and immigration process for candidates and employees
• Co-led the execution of the Real Returns Program for candidates returning back to work – 3- 5/10 of temp to perm conversions occurred YoY
• Worked with HRBP’s and Internal Mobility Leads to establish an internals first program that contributed to an increase of internal hires from 0 to 52%

Recruiting Coordinator and HR Client Service

BlackRock) — Held Recruiting Coordinator and HR Client Service Rep roles
Aug 2011 – July 2015

Senior Recruiter & TeamLead, Recruiting

• Scaled multiple teams within 6 months and hired against 120% of plan by conducting gap analyses and using innovative sourcing techniques
• Collaborated with the People Partner to increase internal hires by 9%
• Led and coached a team of 1 talent partner and 2 recruiting coordinators
• Utilized data to redefine hiring processes and enhance candidate experience, which increased our candidate NPS from 7.5 to 9 in 6 months
• Consulted stakeholders on talent planning and leveraged their insights to set up metrics in helping to track hiring success
• Launched a hot jobs campaign as part of the employee referral program, which contributed to ~42% of referral hires QoQ

Degree Programs

Bachelor of Arts Degree in Corporate Communications, Minor in Psychology

Licenses and Certifications

No Licenses or Certifications Found.