Sarah Mohamed

• Helping Employers secure unique and rare Senior National talent (Director, VP, SVP, C-level).

• Top Level Executive Search (Market mapping, Passive candidate Targeting and Shortlisting).

• Helping Employers secure unique and rare Senior National talent (Director, VP, SVP, C-level).
• Top Level Executive Search (Market mapping, Passive candidate Targeting and Shortlisting

• Sourced qualified candidates via job sites, databases, networking, etc.
• Selected and presented qualified candidates to hiring teams.

• Led HR transformation projects, enhancing client HR processes and increasing efficiency.
• Developed project timelines and milestones, ensuring on-time delivery and client satisfaction.
• Collaborated with leadership to manage HR interventions, improving project success rates.
• Supported talent acquisition initiatives, contributing to higher quality hires and reduced turnover.

• Managed end-to-end internal recruitment, including job analysis, drafting job descriptions, posting vacancies across internal and
external platforms, sourcing candidates, screening applications, interviewing, and shortlisting.
• Coordinated high-volume hiring during peak periods while upholding quality and meeting organizational timelines.
• Represented the company at employment fairs, presenting the organization to potential applicants and building a structured candidate
database
• Reviewed and refined candidate CVs to match internal job requirements and ensure strong alignment with department needs.
• Reviewed and refined candidate CVs to match internal job requirements and ensure strong alignment with department needs.
• Negotiated salaries and employment terms with selected candidates, issued job offers, and ensured completion of all hiring
documentation.
• Facilitated onboarding and orientation sessions for new employees, serving as their primary point of contact during the transition.
• Maintained regular follow-up with new hires to support a smooth integration and drive higher retention.
• Conducted exit interviews, prepared turnover analyses, and generated monthly recruitment and HR reports for management.
• Built and maintained strong professional relationships with candidates to support future internal hiring.
• Ensured strict confidentiality of employee information in compliance with company policies and data protection guidelines.
• Collaborated with HR and department managers to understand workforce needs and support strategic manpower planning.
• Assisted in developing and implementing HR policies, procedures, and internal guidelines.
• Supported HR and operations functions including attendance reports, payroll preparation, deductions, and salary increments.

Create job analysis and job descriptions for the needed vacancies.
- Post all vacancies internally through the company’s network and externally through various channels and outlets.
- Research and recommend new sources for recruiting.
- Use social and professional networking sites to identify and source candidates. - Attend Employment Fairs; present the organization to the applicants; screen the applications and build the CV database (hard & soft copies). - Filter applications received to identify the most suitable applicants for jobs.
- Establish and maintained professional relationships with candidates.
- Interview potential candidates and identifying those suitable for shortlisting
- Carry out all administrative arrangements for those attending a selection process, such as arranging tests or providing equipment for technical interviews.
- Negotiate salaries, sending job offer emails to accepted candidates that include the required hiring documents .
- Participate in the orientation sessions for the newly hired employees. - Serve as a point person for all new employee questions.
- Follow the probation period of new personnel and send the probation period surveys to the related managers.
- Develop a pool of qualified candidates in advance of need.
- Update all candidates after finishing interviews with acceptance or rejection.
- Conduct exist interviews to identify the reasons to reduce percentage of turn over. - Prepare recruitment and exit interview reports and send them monthly.

• Create job analysis and job descriptions for the needed
vacancies.
• Post all vacancies internally through the companys network
and externally through various channels and outlets.
• Attend Employment Fairs; present the organization to the
applicants; screen the applications and build the CV
database (hard & soft copies).
• Filter applications received to identify the most suitable
applicants for jobs.
• Establish and maintain professional relationships with
candidates.
• Interview potential candidates and identifying those suitable
for shortlisting.
• Negotiate salaries, sending job offer emails to accepted
candidates that include the required hiring documents.
• Participate in the orientation sessions for the newly hired
employees.
• Serve as a point person for all new employee questions.
• Update all candidates after finishing interviews with
acceptance or rejection.
• Conduct exit interviews to identify the reasons to reduce
percentage of turn over.
• Prepare recruitment and exit interview reports and send them
monthly.
• Support management in developing and implementing
personnel policies and procedures.
• Assist and coordinate in the general activities of the HR and
Operation Department like (Preparing Attendance Report,
preparing salaries, deductions and increment).

Specific recruitment processing tasks include:
o Short listing candidate CV’s against job descriptions,
o Updating vacancy and applicant status within the recruitment procedure.
o Organizing interviews and producing interview schedules.
o Liaising with applicants to provide updates on their progress etc.
- Tracking, monitoring and updating candidates’ information.
- Manage vacancy and candidate records on software and, ensuring that all data and
information is accurate and up to date.
- Arrange for test & interview appointments with the short listed candidates for testing
and administer tests.
- Receive all the job applications, sort and classify based on each profession and store in
database for retrieval as and when required.
- Schedule day closure interviews and completing related paperwork.
- Support the Sr. Recruitment Specialist in the implementation of recruitment objectives
and policies.
- Gather feedback on employee performance and customer satisfaction.
- Conduct the exit interview, keep it documented and provide the feedback to the HR
Manager to have an action.

Search alphabetical and geographic databases for residential, business, and government
telephone numbers requested by customers
- Select the most relevant search results and, if necessary, query customer for additional information
that will better define the search.
- Read numbers to customer or trigger a computerized audio response that automatically reads
numbers to customer.