Ahmed Fawzy

Organizational Development :
• Conducted a full Job Analysis and developed detailed Job Descriptions across all departments.
• Designed and implemented the company’s Organizational Structure, with monthly updates to reflect changes and growth.
• Founded Wakeb Academy, an internal training academy to support continuous learning and employee development.
• Created and rolled out a comprehensive KPI framework, with monthly and annual tracking across teams.
• Developed and initiated a structured Succession Planning strategy for critical and sensitive roles.
• Initiated and managed monthly HR reporting and performance follow-up cycles.
• Supported culture-building and internal communication improvement efforts.
• Improving employee experience through structured HR projects and surveys.
Technical Recruitment :
• Managing the full-cycle recruitment process for tech roles (Frontend, Backend, DevOps, Data, QA, etc.).
• Partnering with hiring managers to understand needs and align sourcing strategies.
• Screening, interviewing, and closing top-tier tech talent.
• Building strong talent pipelines and enhancing employer branding .
Onboarding :
• Send job offers to the accepted candidates and elaborate on the required hiring credentials.
• Receive new hires’ hiring documents.
• Provide the IT department with the required data to proceed in creating new hires’ users and prepare any needed devices (ex., Laptops, Phones, etc.).
• Welcoming new hires with prepared onboarding kits and an office tour.
• Introducing new hires to their team members.
• Doing the orientation session for the new hires.

• Manage the full life cycle of recruitment activities for all positions across various functions.
• Use social media, job boards, Internet sourcing, and other recruitment channels to source potential candidates.
• Develop Kasrawy Group Employer Branding by defining a communication plan, and targeting partners to attract the best profiles and establish a solid relationship between Kasrawy, clients, and the candidates.
• Build strong relationships with all hiring managers.
• Design and update job descriptions for the newly created positions and the existing ones.
• Handle job offers Negotiation for Selected candidates.
• Determines applicant qualifications by interviewing applicants using different types of interviews, verifying references, comparing qualifications to job requirements.
• Arranges interviews by coordinating schedules, escorting applicant to interviews and arranging the technical interviews.
• Evaluates applicants by discussing job requirements and applicant qualifications with the hiring Request managers.
• Updates job knowledge by participating in educational opportunities, reading professional publications, and maintaining personal networks.
• Manage the whole on-boarding process for all new hires.
• Submit recruitment reports and analysis on a monthly/quarterly basis.
• Represent the company at Employment fairs, open days, and outdoor Events.

Staffing / Manpower / Headcount:
• Implements the manpower planning processes and procedures.
• Receive hiring requisitions (different employment levels) from heads of departments.
• Update manpower monthly.
HR analytics / HR monthly report:
• Recruitment Plane.
• Turnover analysis.
• HC actual every month (Non-management - Management).
• Update the Recruitment Tracker and Recruitment Database daily.
Sourcing and Screening:
• Sources potential candidates for the vacant positions using different channels (ex. LinkedIn, Social
platforms, WUZZUF, etc.).
• Conduct the initial screening process through different channels (ex. Phone interview).
• Coordinate different kinds of assessments (HR and technical assessments).
• Schedules interviews with the shortlisted candidates.
• Conducts HR interviews.
• Design interview questions requirements.
• Schedules technical interviews for the accepted candidates with the Line managers (Hiring Managers).
Onboarding :
• Send job offers to the accepted candidates and elaborates the required hiring credentials.
• Receive new hires’ hiring documents.
• Provide the IT department with the required data to proceed in creating new hires’ users and prepare any needed devices (ex. Laptops, Phones, etc.).
• Emailing new hires with details about the company, including parking information, work schedules, and dress codes.
• Welcoming new hires with prepared onboarding kits and an office tour.
• Introducing new hires to their team members.
• Doing the orientation session for the new hires.

Recruiting (Screening&Selection) for different positions and creating job post ads.
•Attend Job Fairs and encourage the candidates to apply with ethics for the available.
•Follow up on the status of the invoice with clients.
•Arrange for selected candidates to attend interviews with clients on the due date and time.
•follow up with clients for the status of proposed candidates. seniority levels.
•Conduct face-to-face interviews with applicants and shortlisted candidates at different seniority levels.

During the training, I worked in
•Performance Q 4 (Final Appraisal )
•Training Budget - Training Coordinator
•Project Coordinator
•Exit interview
•Span of control
•Over Time - Bounces
•Training Evaluation
•Update Structure monthly
•Manpower planning - manning guide
•HR Litter - Allowances
•Culture Transforming
•Calling- Coordinate interview
•OPR - Promotion
•Job description
•Create Policy
•Termination - Phase 1