Юлія

Yulia Ivanova
Recruiter

PROFILE SUMMARY

IT Recruiter specializing in full-cycle recruitment for
international tech companies. Experienced in hiring across
Engineering, Product, Marketing, Sales, HR, Design, and
СONTACTS Operations, from entry-level to executive roles. Skilled in
technical sourcing, recruitment operations, stakeholder
[відкрити контакти](див. вище в блоці «контактна інформація») management, and AI-powered recruiting.

[відкрити контакти](див. вище в блоці «контактна інформація»)
WORK EXPERIENCE
LinkedIn

Lviv, Ukraine IT Recruiter / Sourcer
ComeBack Agency September 2024 – now
@uivnvv
Recruitment
Managed full-cycle recruitment for technical and
EDUCATION business positions.
Worked closely with hiring managers from opening a
vacancy to onboarding.
NULP (Lviv Polytechnic), Bachelor's
Conducted 100+ interviews per month while
degree / Social communications
managing 4–5 active vacancies during busy periods.
2024 - now
Sourcing
Owned full-cycle recruitment across 20+ role types in
Engineering, Product, Marketing, Sales, HR, Design, and
LANGUAGES Operations
Sourced and engaged 300–500 candidates monthly,
Ukrainian - native including 100–200 Mid–Senior and 200–300 Trainee–
English - B2 Junior professionals through targeted outreach
Conducted 100+ recruiter interviews monthly across
technical and business roles
SKILLS Successfully filled hard-to-hire positions, including a
CTO, and Head of Engineering
Used LinkedIn Recruiter Lite, Djinni, DOU, Indeed,
Recruiting Threads, Telegram, Boolean Search, and X-Ray Search
to find and engage qualified candidates
Full-cycle Recruiting
Technical Recruiting AI in Recruiting
Talent Sourcing Rolled out Claude Team and automated recruitment
Boolean Search documentation, reducing manual work by ~70%.
Candidate Screening Used Claude to personalize candidate outreach,
Stakeholder Management cutting outreach preparation time by ~50% (saving 3–
5 hours weekly).
Recruitment Operations Used ChatGPT, Claude, Gemini, and Grok to improve
sourcing, Boolean searches, job descriptions, and
ATS Administration other repetitive recruiting tasks.
Recruitment Operations
Recruitment Analytics Recruitment Operations
KPI Tracking Implemented PeopleForce ATS.
Process Improvement Created hiring documentation, interview templates,
Workflow Design workflows, KPI dashboards, and recruitment guides.
Recruitment Documentation Maintained a Time to Hire of 18–25 days and a Time
Hiring Process Optimization to Fill of 35–45 days.
Maintained an offer acceptance rate of around 93%.
Around 95% of hired candidates successfully passed
Tools their probation period.
PeopleForce - ATS
Team Collaboration & Leadership
Notion
Team of 4 recruiters: Led day-to-day collaboration,
LinkedIn Recruiter Lite
balancing workload and vacancy allocation based on
DOU
capacity and business priorities.
Djinni
Weekly 1:1s & daily stand-ups: Increased team
Claude
ownership and initiative by 75% over time.
ChatGPT
Mentorship: Guided 1 recruiter from onboarding to
Gemini
independently managing a full-cycle recruitment
Grok
pipeline, while contributing to PDPs across the team.
eNPS 100 (4/4 promoters): Designed and launched
the team's first feedback survey, with no negative
responses.
Complex hiring support: Reviewed pipelines for
challenging roles and resolved ATS and job board
issues to keep hiring on track.

Key Recruitment Metrics
Active vacancies: 4–5 at the same time
Interviews: 100+ per month
Candidates sourced: 300–500 per month (100–200
Mid–Senior, 200–300 Trainee–Junior)
Time to Hire: 18–25 days
Time to Fill: 35–45 days
Offer Acceptance Rate: ~93%
Probation Success Rate: ~95%