Engaged by founders as a crisis manager for the rapid deployment of HR infrastructure for a military-tech startup under strict confidentiality (NDA).

Completed the project in 5 months, fulfilling all KPIs, and handed over a stable system to the in-house team.

Key sprint results:

- HR Architecture from Scratch: Built the foundation of HR operations (from hiring to personnel administration), turning chaos into a predictable business process.

- Rapid Scaling: Developed and implemented an aggressive hiring strategy. Closed critical vacancies for highly specialized engineers in a severe talent shortage.

- Military-Grade Compliance: Created onboarding and HR support procedures fully adapted to defense industry security standards (deep background checks, risk management, NDA).

Invited to stabilize the HR function and optimize personnel costs in a highly competitive iGaming/Gambling environment.

Transitioned team management from a reactive (firefighting) state to a digitized, predictable system.

Key results:

- Finance & People Analytics: Took strict control of the full hiring and retention budget. Implemented management dashboards with key metrics (Turnover rate, eNPS, Cost per Hire), allowing the CEO to make decisions based on data, not intuition.

- Retention Strategy: Stopped the drain of key experts from the core team. Developed and implemented a retention strategy that stabilized the retention rate in an overheated market without senselessly inflating the payroll fund.

- Aggressive Hiring & Employer Branding: Ensured a seamless recruitment process tailored to high business paces. Updated the employer brand positioning, enabling more effective poaching of senior talents from competitors.

Strategic partner to the Founders during the active scaling phase of the IT product.

Transitioned the HR function from manual startup management to a systemic infrastructure capable of supporting rapid business growth.

Key results:

- Digitizing Performance (Performance & OKRs): Completely revamped the Performance Review process. Aligned individual development plans (PDP) with global company goals (OKR), turning evaluation from a formality into a tool for achieving business results.

- Hiring Optimization & Employer Brand: Rebuilt the recruitment funnel, significantly reducing Time-to-Hire for critical technical vacancies. Launched employer branding initiatives that increased the flow of organic (free) applications and lowered the overall cost of hire.

- Systematization (Playbook): Developed and implemented a unified corporate code of rules and policies. This eliminated chaos, reduced the need for micromanagement, and dramatically increased team autonomy.

Main achievement: Ensured the stability of HR operations and managed a large department (25+ HR, Recruitment, and L&D specialists) in a dynamic IT outsourcing environment.

Key results:

- Scale Management: Direct reporting to C-level regarding annual budgeting, headcount planning, and payroll fund optimization.

- Global Standardization: Unified Employee Experience processes for distributed teams across different countries, creating a single management standard for all company locations.

- L&D & Retention: Relaunched learning and development programs. They worked not only as a skill-building tool but also as a powerful retention mechanism, significantly reducing engineer turnover in an overheated market.

Headed the HR function of a mature IT company with a focus on the total digitalization of personnel management processes.

Over 2.5 years, completely transitioned the department's work from a "manual" mode into an autonomous, measurable business system.

Key results:

- Digitization & HR Tech: Acted as Product Owner during the development of the company's internal HRIS. Designed and successfully launched the recruitment module, automating processes and making the hiring funnel completely transparent for the owners.

- Department Scaling: Formed and managed a distributed team of 9 specialists (recruitment and HR). Implemented strict KPIs to evaluate the HR department's own efficiency.

- Financial Management (C&B): Took control of planning and allocating the annual HR budget. Optimized expenses for corporate events and structured compensation packages, maintaining a high level of team retention.