{"id":4254,"date":"2021-09-08T14:12:31","date_gmt":"2021-09-08T14:12:31","guid":{"rendered":"http:\/\/globalm.io\/?p=4254"},"modified":"2023-08-24T12:03:45","modified_gmt":"2023-08-24T12:03:45","slug":"lunch-and-learn-with-lorena-rebenciuc","status":"publish","type":"post","link":"https:\/\/globalm.io\/es\/lunch-and-learn-with-lorena-rebenciuc\/","title":{"rendered":"Almuerza y Aprende con Lorena Rebenciuc"},"content":{"rendered":"

Este blog cubre todo lo relacionado con la b\u00fasqueda de empleo, recursos humanos y desarrollo profesional. <\/h4>\n\n\n\n


<\/strong>Lorena Rebenciuc<\/a> habl\u00f3 con el Globales{M}<\/a> equipo sobre la vida como Socio Senior de Adquisici\u00f3n de Talento en Celonis<\/a>.

Con sede en Munich, Alemania, y Nueva York, EE. UU., Celonis<\/a> es el l\u00edder mundial en gesti\u00f3n de ejecuci\u00f3n. El sistema de gesti\u00f3n de ejecuci\u00f3n de Celonis proporciona a las empresas una forma moderna de ejecutar sus procesos comerciales completamente en datos e inteligencia.<\/p>\n\n\n\n

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Lorena, cu\u00e9ntanos sobre tu trayectoria profesional hasta ahora. <\/em><\/h5>\n\n\n\n

Comenc\u00e9 mi carrera en una empresa llamada MRINetwork donde estuve en Cracovia durante seis meses, reclutando en Polonia para varios clientes, incluidos HCL Technologies, ABB, UBS y Google. Luego me traslad\u00e9 a una empresa de RPO en Londres, donde pas\u00e9 de ser un proveedor a liderar un equipo de 7 personas. <\/p>\n\n\n\n

Luego supe que quer\u00eda crecer y especializarme en tecnolog\u00eda y continuar con la gesti\u00f3n de partes interesadas, por lo que un modelo interno y de RPO me conven\u00eda m\u00e1s. <\/p> Lorena Rebenciuc<\/cite><\/blockquote>\n\n\n\n

Luego me mud\u00e9 a FREENOW en Barcelona, una de mis ciudades favoritas, donde me concentr\u00e9 en Tech Hiring en Espa\u00f1a, Alemania y Francia.<\/p>\n\n\n\n


Ahora trabajando para Celonis, desde hace poco m\u00e1s de un a\u00f1o. yo cuido reclutamiento tecnico<\/a> aqu\u00ed como socio senior de adquisici\u00f3n de talento, trabajando en una variedad de roles, como l\u00edder de equipo, control de calidad e ingenieros para un laboratorio de Celonis, una unidad de investigaci\u00f3n que estamos construyendo actualmente. Realmente disfruto estar en la empresa y trabajar directamente con mis partes interesadas.<\/p>\n\n\n\n

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\u00bfC\u00f3mo mantiene las cosas frescas y relevantes en la comunicaci\u00f3n con las partes interesadas y el talento? \u00bfC\u00f3mo evitar la rutina y la monoton\u00eda?<\/em><\/h5>\n\n\n\n

Siempre estamos buscando formas nuevas y creativas. Con las partes interesadas, por ejemplo, en mis actualizaciones peri\u00f3dicas, trato de aportar nuevos conocimientos del mercado y, a veces, proporciono contenido para sus redes sociales.<\/p>\n\n\n\n

Para atraer talento, estamos intentando todo, incluidos eventos grandes y peque\u00f1os, hasta ahora en l\u00ednea, pero esperamos que en un futuro cercano podamos reunirnos en persona y luego tambi\u00e9n organizaremos nuestros propios eventos. Tambi\u00e9n estamos trabajando para mejorar nuestro esquema de referidos, personalizando cada vez m\u00e1s nuestros alcances, etc.<\/p>\n\n\n\n

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El concepto de per\u00edodo de verano, oto\u00f1o e invierno. \u00bfComo manejas esto?<\/em><\/h5>\n\n\n\n

En los meses de verano e invierno, cuando las personas son generalmente menos receptivas, me enfoco mucho m\u00e1s en el talento activo y en construir una tuber\u00eda de talento pasivo para contactar despu\u00e9s del per\u00edodo de vacaciones. LinkedIn y AmazingHiring son geniales para esto. Este per\u00edodo de oto\u00f1o tiende a ser el m\u00e1s ocupado, ya que es un per\u00edodo de tiempo relativamente corto, 2-3 meses en los que tratamos de hacer todo lo que no podemos durante las vacaciones de verano e invierno. Enero es similar, y luego en mayo-junio es el empuj\u00f3n final antes del verano.<\/p>\n\n\n\n

Una idea puede ser ver d\u00f3nde las personas pueden estar activas durante las vacaciones, el desbordamiento de pila, GitHub espec\u00edfico para tecnolog\u00eda e incluso las redes sociales.<\/p>Lorena Rebenciuc<\/cite><\/blockquote>\n\n\n\n

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\u00bfC\u00f3mo administra los requisitos del Gerente de contrataci\u00f3n y los cambios en caso de que ocurran?<\/em><\/h5>\n\n\n\n

Comunicaci\u00f3n, ayudamos con los requisitos y tenemos claro el tiempo que llevar\u00e1.<\/p>\n\n\n\n

Si hay un cambio en lo que necesita el gerente de contrataci\u00f3n que sea lo suficientemente justo, lo analizaremos y aclararemos si esto cambiar\u00e1 el grupo de talentos, el tiempo de contrataci\u00f3n, etc.<\/p>\n\n\n\n

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\u00bfQu\u00e9 tan receptivos son los candidatos a querer reubicarse? \u00bfQu\u00e9 t\u00e1cticas utiliza para negociar ofertas? <\/em><\/h5>\n\n\n\n

En general, tenemos mucha gente fuera de Europa que quiere mudarse, la tasa de respuesta es alta. Menos dentro de Europa, especialmente cuando se habla de talento pasivo. Somos una empresa internacional y diversa y ofrecemos buenos paquetes de reubicaci\u00f3n, lo que creo que ayuda mucho, pero para el talento pasivo, la principal motivaci\u00f3n es la oportunidad (rol, empresa, perspectivas de impacto y crecimiento)<\/p>\n\n\n\n

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Ejercicios de team building, \u00bfcu\u00e1les son tus favoritos?<\/em><\/h5>\n\n\n\n

Me encanta la creaci\u00f3n de equipos: trabajamos en silos, por lo que esto realmente permite que el equipo se re\u00fana y no hable sobre temas de trabajo. La sala de escape virtual fue agradable, aunque me gusta mucho m\u00e1s la sala de escape en persona, pero el problema en general es que un equipo grande como el nuestro necesita dividirse en varios equipos. Mis favoritas fueron las clases de cocteler\u00eda y chocolater\u00eda, \u00a1fueron muy divertidas y pudimos participar todos juntos! \ud83d\ude0d<\/p>\n\n\n\n

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Este blog cubre todo lo relacionado con la b\u00fasqueda de empleo, recursos humanos y desarrollo profesional \u2013 Lorena Rebenciuc<\/p>","protected":false},"author":3,"featured_media":4255,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"\n

This blog covers all things relating to Job search, HR and Career Development. <\/h4>\n\n\n\n


<\/strong>Lorena Rebenciuc<\/a> spoke with the Global{M}<\/a> team about life as Senior Talent Acquisition Partner at Celonis<\/a>.

Based in Munich, Germany, and New York, USA, Celonis<\/a> is the global leader in execution management. The Celonis Execution Management System provides companies a modern way to run their business processes entirely on data and intelligence.<\/p>\n\n\n\n

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Lorena, please tell us about your career journey so far? <\/em><\/h5>\n\n\n\n

I started my career for a company called MRINetwork where I was based in Krakow for six months, recruiting across Poland for various clients, including HCL Technologies, ABB, UBS, and Google. Then I moved to an RPO company in London, where grew from a sourcer to leading a team of 7 people. <\/p>\n\n\n\n

I knew next I wanted to grow and specialise in Tech and continue with Stakeholder management, so an In-house and RPO model suited me best. <\/p> Lorena Rebenciuc<\/cite><\/blockquote>\n\n\n\n

Then I moved to FREENOW in Barcelona, one of my favorite cities, where I focused on Tech Hiring in Spain, Germany & France.<\/p>\n\n\n\n


Now working for Celonis, for a bit over a year. I look after tech recruitment<\/a> here as a Senior Talent Acquisition Partner, working on a variety of roles, such as Team Lead, QA, and engineers for a Celonis lab, a research unit that we\u2019re currently building. I really enjoy being in-house and working directly with my stakeholders.<\/p>\n\n\n\n

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How do you keep things fresh and relevant in communication with stakehpolders and talent? How do you avoid routine and monotone?<\/em><\/h5>\n\n\n\n

We\u2019re always looking for new, creative ways. With stakeholders, for example, in my regular updates, I try to bring new market insights, and I sometimes provide content for their social media.<\/p>\n\n\n\n

For talent attraction, we are trying everything, including events big and small, so far online, but we\u2019re hoping that we will in the near future be able to meet in person and we\u2019ll then also organize our own events. We\u2019re also working on improving our referral scheme, personalizing our reach outs more and more, etc\u2026<\/p>\n\n\n\n

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The concept of Summer, Autumn and Winter period. How do you manage this?<\/em><\/h5>\n\n\n\n

In the summer and winter months when people are generally less responsive, I focus a lot more on the active talent, and building a pipe of passive talent to contact after the vacation period. LinkedIn and AmazingHiring are both great for this. This autumn period tends to be the busiest, as it\u2019s a relatively short period of time, 2-3 months where we try to do everything we can\u2019t during the summer and winter holidays. January is similar, and then in May-June is the final push before the summer.<\/p>\n\n\n\n

One idea may be to look at where people may be active during vacations, stack-overflow, GitHub specific to Tech, and even social media.<\/p>Lorena Rebenciuc<\/cite><\/blockquote>\n\n\n\n

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How do you manage Hiring Manager requirements and changes should these occur?<\/em><\/h5>\n\n\n\n

Communication, we help assist with requirements, and we are clear with the length of time this will take.<\/p>\n\n\n\n

If there is a change in what the Hiring Manager needs that is fair enough, we will look at this and be clear at whether this will change the Talent Pool, time to hire, and so on.<\/p>\n\n\n\n

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How responsive are candidates to want to relocate? What tactics do you use for offer negotiations? <\/em><\/h5>\n\n\n\n

Generally, we have a lot of people outside of Europe wanting to move in, the response rate is high. Less so within Europe, especially when talking about passive talent. We\u2019re an international and diverse company and we do offer good relocation packages, which I think helps a lot, but for passive talent, the primary motivation is the opportunity (role, company, prospects of impact, and growth)<\/p>\n\n\n\n

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Team building exercises, what are your favourite?<\/em><\/h5>\n\n\n\n

I love team building \u2013 we work in silos so this really allows the team to get together, and not talk about work topics. The virtual escape room was nice, although I like the in-person escape room a lot better, but the issue with it in general is that a big team like ours needs to split into several teams. My favorite ones were the cocktail making and chocolate making classes, they were great fun and we could all take part together! \ud83d\ude0d<\/p>\n\n\n\n

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