Mohamed Hamdy

• Lead full-cycle IT & Software recruitment – managing end-to-end hiring for software engineers, developers, architects, cloud specialists, and other technical roles.
• Hands-on technical sourcing & headhunting – actively identifying, engaging, and building pipelines of top IT and software talent using advanced sourcing tools, data mining, and direct outreach.
• Conduct in-depth technical interviews & assessments – partnering with hiring managers and technical leads to evaluate coding skills, system design knowledge, and technical problem-solving capabilities.
• Develop scalable talent acquisition strategies – designing and executing recruitment campaigns, workforce planning, and employer branding initiatives to attract niche IT talent in competitive markets.
• Build strong Client, Employer and Candidate relationships – ensuring seamless recruitment operations, high candidate experience, and long-term partnerships with hiring managers and technical teams.

• Enhance TA team capacity to proactively source and cultivate diverse candidate pools to meet client hiring demands.
• Collaborating with The client's key stakeholders (Business Leaders, HR Business Partners) to identify future talent needs and effective sourcing strategies; this entails comprehensive market research to uncover optimal channels for attracting diverse talent aligned with business, technical, and cultural requirements
• Defined team performance objectives and metrics, timelines, along with a structured tracking system to monitor and manage progress.
• Formulate and implement strategies to identify and enhance productivity improvements enabling team to meet hiring goals without scaling resources at a rate exceeding business growth
• Spearhead and contribute to special projects and initiatives across business units related to talent acquisition.

• Trained and supervised recruitment team to enhance operational efficiency.
• Directing all recruitment efforts and processes to meet client job requisitions.
• Updated job requirements and descriptions to maintain work structure across positions.
• Ensured adequate staff levels and optimal distribution for effective operations.
• Engaged in strategic recruitment methods to identify suitable applicant markets.
• Managed recruitment ATS and databases to streamline candidate tracking.
• Conducted necessary tests for hiring, including proficiency and technical evaluations.
• Oversaw IT technical interviewing process, including screening and conducting initial and second interviews.

Planning and Monitoring Process:

• Documented and presented detailed progress reports for recruiting campaigns.
• Prepared yearly manpower plan to align with organizational goals.
• Received hiring requests and evaluated against manpower plan.
• Coordinated with department managers to forecast future staffing needs.
• Advised managers and employees on staffing policies and procedures.

Operational Excellence Process:

• Received job requisitions from department heads and acted accordingly.
• Directed recruitment efforts and processes to meet organizational needs.
• Managed human resource staff through effective recruiting, selecting, orienting, and training.
• Updated job requirements and descriptions for all positions to maintain work structure.
• Oversaw hiring of upper management and executives to strengthen leadership.
• Ensured sufficient staffing levels and appropriate distribution across departments.
• Engaged in targeted recruitment methods to identify effective applicant markets.
• Processed applicant submissions while managing recruitment databases efficiently.

Innovation Process:

• Suggested and implemented effective interviewing procedures, improving selection processes.
• Utilized new sourcing strategies to broaden candidate outreach.
• Built a reserve of qualified candidates ahead of hiring demands.

• Led recruitment strategies to attract top talent for diverse roles.
• Developed relationships with industry partners to enhance recruitment efforts.
• Managed candidate sourcing through various online platforms and networks.
• Conducted interviews to assess candidate fit and alignment with company culture.
• Participated in career fairs and networking events to promote employer brand.
• Created job postings on various job boards and social media platforms.
• Identified innovative ways to improve the recruitment process efficiency.
• Presented reports on recruitment progress at management meetings.
• Monitored applicant tracking system actions to support hiring deadlines and streamline candidate experiences.

• Established and maintained relationships with hiring managers to align staffing strategies with business needs.
• Advised managers and employees on staffing policies and procedures to ensure compliance.
• Sourced, screened, and interviewed applicants to assess qualifications for open positions.
• Arranged interviews and managed travel logistics for candidates as needed.
• Fostered long-term relationships with candidates to enhance talent pipeline.
• Reviewed technical job requirements to effectively match candidates with roles.
• Researched new technologies to inform recruitment strategies and decision-making.

Account Management Duties:

• Cultivated positive relationships across multiple customer touch points to enhance engagement.
• Drove client retention and renewals through strategic upselling and focused on satisfaction.
• Prepared comprehensive campaign insights reports, incorporating detailed analysis and research.
• Managed weekly campaign status documents to facilitate thorough reviews.
• Collaborated with Finance to streamline billing setups and invoicing processes.
• Provided input on process improvements and workflow enhancements as necessary.

Recruitment and Resourcing Duties:

• Updated and designed recruiting procedures, enhancing job application and onboarding processes.
• Coached recruiting team while reporting performance metrics to drive improvement.
• Managed communications between applicants and hiring managers to ensure alignment.
• Recommended innovative advertising venues and strategies to attract diverse candidates.
• Reviewed online applications, evaluated candidate qualifications, and conducted pre-screen interviews.
• Presented fully screened qualified candidates to hiring managers promptly for interviews.
• Completed reference and background checks on selected candidates as required.
• Participated in offer negotiations to finalize agreements with candidates.
• Analyze and identify optimal job advertising avenues.

• Updated and designed recruiting procedures, enhancing job application and onboarding processes.
• Supervised recruiting team, providing performance reports to upper management.
• Monitored recruiting metrics to assess effectiveness of strategies.
• Implemented innovative sourcing methods to attract top talent.
• Reviewed recruitment software options, recommending best fit for company needs.
• Researched and selected job advertising platforms to maximize outreach.
• Advised hiring managers on effective interviewing techniques.
• Coordinated with department managers to forecast future hiring requirements.

• Analyzed organizational plans to establish recruiting requirements in collaboration with managers.
• Researched and reached out to community services, colleges, and media to build applicant sources.
• Conducted thorough interviews and reviewed job descriptions to determine applicant qualifications.
• Placed job advertisements on various platforms to attract potential candidates.
• Compared applicant qualifications against job requirements and verified references for evaluation.
• Managed new employee relocations by negotiating with movers and arranging temporary housing.
• Arranged community introductions for newcomers to facilitate smooth transitions.

Workforce and Real-time Oversight Responsibilities:

• Analyzed absenteeism and turnover trends in collaboration with internal and client teams.
• Facilitated communication between departments regarding call routing and tool issues for swift resolution.
• Escalated service level and occupancy discrepancies to management based on urgency and impact.
• Provided detailed analysis of reports and models to support staffing decisions.

Headcount/Recruitment Duties:

• Collaborated with management team on roster management to forecast headcount based on volume and back-fill needs.
• Maintained accurate headcount data in partnership with hiring managers to reflect staffing requirements.
• Communicated staffing needs effectively with external partners to align recruitment efforts.
• Established accountability for hiring underrepresented candidates by collecting and analyzing diversity metrics.
• Engaged senior-level champions to secure commitment for diversity recruitment initiatives.
• Provided comprehensive HR support to address various organizational needs.