Artificial Intelligence/Enterprise Solutions | Enterprise Nature: Private | Scale: hundred employees Work Description: 1. In the early stage, focus on the specific development of the recruitment work (60% of R&D, 20% of product, 8% of market, 8% of sales, 2% of personnel, 2% of financial posations, etc.), with an average of 5-8 people recruited per month, mainly at the L3-L7; 2. Responsible for the development and docking management of various recruitment channels; 3. Responsible for regular review with each business department, including department situation, recruitment position, market situation, etc.; 4. In the later stage, as the person in charge of recruitment, manage the recruitment team to ensure the perfection of recruitment process rules and the quality and quantity of recruitment work; 5. In charge of gold medal interviewer training: six sessions; 6. Participate in other personnel works: resignation negotiation, system setting, performance interview, promotion interview, transfer interview, activity organization, etc. Work Performance: 1. Successfully established a outland R&D team and business team; 2. At the end of 2021, get the team's only performance A; 3. Improve the relevant systems and processes of the entire recruitment system.

Internet / Enterprise Solutions / AI / Artificial Intelligence | Enterprise Nature: Sino-foreign joint venture | Scale: About 30 people Work Description: 1. Comprehensively plan the company's human resources development strategy, develop short-, medium-, and long-term human resources, and rationally deploy the company's human resources. 2. Improve the company's overall recruitment management system, and be responsible for the management, implementation and supervision of relevant modules. 3. Regularly participate in the company's high-level strategic meetings on business level, and provide suggestions on human resource strategy, organizational construction, market trends, etc., and strive to improve the company's comprehensive operation level. 4. Formulate the company's overall recruitment plan and coordinate the implementation of the overall HR staff to the ground, including attraction, background check, entry, and development. 5. Lead the team to complete the external talent map output in the same market, participate in the formulation and decomposition of the company's strategic goals, formulate effective recruitment channels and employer brand operations, etc. 6. Review daily, weekly, monthly and quarterly reports, timely output recruitment market trends and make corresponding adjustments. Work Performance: 1.Talent allocation and organizational development (75%) · According to the needs of business development, sort out and plan the company's overall position situation, and complete the introduction of high-end talents: 100% of the product center, 90% of the algorithm center, and 90% of the R&D center. · Adjust the strategic direction according to market trends, and adjust the organizational structure in a timely manner according to the strategic adjustment: organizational structure interviews, database establishment, analysis, and adjustment. · Completion of high-end talent recruitment: 2 positions in the Product Center, 5 positions in the Algorithm Center, and 4 positions in the R&D Center. The interview rate is 83%, and the entry rate is 88%. The positions are concentrated in B-end product managers, algorithm engineers, C++ development engineers, Golang development engineers, etc. · Clarify the work boundaries and competency models of each department and position, regularly check manpower, and output internal and external talent development maps. 2. Improve efficiency (15%) · Cost control, cooperate and communicate with finance, legal and other departments, do a good job in daily avoidance of labor risks, and reduce costs to the greatest extent, but also bring certain benefits to the company. · Sort out and standardize HR processes, business processes, daily attendance and other processes, so that employees, leaders, and cross-departmental work cooperation processes are optimized, efficient, and harmonious. · Combining with performance appraisal tools such as OKR and KPI, formulate and implement and supervise the effectiveness evaluation of each rank and department. Let the employees' personal development path and the company's development path be unified, so as to "recognize clearly" and "seek something". 3. Push culture (10%) · Establish a complete training mechanism (new employee training, business training, technical training, personal sharing, reward mechanism, etc.), and form a cultural atmosphere of "sharing and common progress". · Regularly organize departmental meetings and employee interviews to understand employee trends and convey company values. · Activities such as team building, birthday parties, afternoon tea, and "power of self-confidence" promote cultural promotion and enhance tacit understanding among employees.

Fund/Securities/Futures/Investment/Internet | Enterprise Nature: Private | Scale: 500-999 people Work Description: 1. According to the organizational development strategy and the company's business development needs, and the needs of each department HC, prepare the annual personnel demand plan; 2. Fully understand and master the staffing situation of each business line, timely establish and improve the recruitment process and recruitment reminders of the responsible business line, plan the recruitment plan, and organize the implementation of recruitment activities; 3. Be responsible for the entire process of job recruitment, communicate with business leaders in a timely manner to grasp the business model and also the lack of personnel of the product line, and adjust the recruitment direction in a timely manner according to business development, and provide professional advice on personnel evaluation to business leaders; 4. Develop, maintain, evaluate, and analyze various recruitment channels, and use different channels according to different positions and business lines to achieve efficient recruitment; 5. It is necessary to follow up the employees who have entered the position in a timely manner, and provide suggestions during the evaluation of the employee's probationary period, such as: performance improvement indicators, whether to be promoted, etc.; 6. Establish a talent reserve mechanism, shorten the recruitment cycle, improve recruitment efficiency, and match personnel with suitable positions according to the required time; 7. Make weekly, monthly, quarterly and annual reports, analyze the recruitment situation through data, and make timely improvements; 8. Cooperate with other matters arranged by the leadership. Work Performance: 1. Complete the establishment and optimization of the entire technology center/operation center. 2. Build a new business line from 0-1 (three-party wealth management platform, Internet finance, fund, blockchain, cash loan). 3. The main recruitment directions are concentrated in R&D posts, product posts, operation posts, marketing posts, risk control posts, etc. 4. Mapping the risk control ports of outstanding companies in the same industry. 5. In 2015, 20 offers were issued and 17 people arrived; In 2016, 98 offers were issued, 79 people came to the job, the interview attendance rate was 70%, and the job attendance rate was 80.6%; In 2017, 150 offers were issued, 133 people came to the job, the interview attendance rate was 68%, and the job attendance rate was 88.7%; In 2018 (as of September), 47 offers were issued, 38 people arrived at the job, the interview attendance rate was 51%, and the job attendance rate was 81%. Reason for leaving: Business development is not optimistic.