Valuable Recruitment

HR as a Service

We take full ownership of the whole HR processes, from the time you decide to hire, determine and define the role, to recruit, bring onboard, train, coach and monitor performance.
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Data and people driven, we know how to identify, analyze and report back to the business with intelligent insights, to drive engagement and performance across your company. We like to have fun so we use gamification to ensure an interactive experience. Also VR and AR with the aim to iterate doll and tedious, costly processes, automating each step of the way.

Managing Director

Hire Like a Pro

Hire Like a Pro is the recruitment arm of Valuable Recruitment.
It provides Recruitment Services through a vetted system and tools for Small and Medium Businesses, in the Marketing and e-commerce space, it simplifies hiring for scale-ups and start-ups to succeed.

Hire Like a Pro aims to bridge the gap between competent remote workers and opportunities for start-ups globally. It provides the system, the infrastructure, and the tools to either recruit yourself or be guided by a professional recruiter, at a fraction of the cost of any other recruitment agency.

Founder

Çınar Food

End-to-end HR overhaul and recruitment for all 4 companies in the group.
Assisting the business leaders in their HR related decision making, consulting on best route to growth and people happiness.

HR Business Partner

Crownpeak

360 Recruitment for various roles across all business needs:
Scoping out role requirements and qualifications from hiring managers
Creating Job Descriptions and Adverts
Sourcing of candidates
Screening and profiling
Offering a stellar candidate experience throughout the process
Talent ownership of functions such as Delivery (which encompasses Project, Portfolio, IT, and Agile amongst others), Operations (Platform Service, Technical Operations, and Overseas), Finance, HR, Marketing, and more.

Crownpeak’s leading, enterprise digital experience platform (DXP) equips teams with the powerful tools they need to create inclusive, omnichannel experiences with speed and simplicity. Our suite of composable capabilities supports every stage of the customer journey. It includes best-of-breed hybrid headless CMS, content-driven commerce, AI-powered personalization and experience optimization, and digital quality & accessibility. Our unique, zero-infrastructure approach ensures the industry's fastest time-to-market - up to 80% faster than typical enterprise DXP.

Talent Partner

Managed IT Experts Ltd

End to end HR Services
Talent Acquisition
Induction 
Onboarding
Talent Management
Learning and Development 
Employee experience	
People analytics
Employee engagement programs, people recognition and rewards programs
Performance management and improvement

Human Resources Business Partner

SellerPlex

End to end Recruitment for all sorts of roles in digital & e-commerce.
Recruited and hired over 200 people for all partner companies.

Lead Recruiter

Lifestyle Perfected

Designing recruitment processes, sourcing, interviewing and shortlisting the best talent for internal and external stakeholders.

Loginworks Softwares Inc.

Complete HR overhaul, from strategy to implementation, from Talent Acquisition to Performance Management and Employee Engagement.

World Phoning Group Inc.

Business development, Project Management, Operating the business to successfully internalize the processes of its customers, in verticals such as e-commerce, telecom, IT&C, medical, logistics, advertising, real estate etc. 

✓  remodeled the company focus from small 1 person per project telemarketing projects, 15 staff in total and high attrition, to a longer-term client, inbound Customer Service approach, increasing the staff to 120 at its peak;
✓  implementing an Account Based Marketing strategy to acquiring new clients;
✓ auditing outsourcing requirements, creating and implementing customer journey maps, implementing and executing based on the mutual agreed plans and budgets;
✓  maximized revenue by 800% and turned the business from loss to a profitable company of 25% steady margin, across all projects;
✓  developing and coaching a stable and strong middle management team to support the operation, HR, Finance and Facilities;
✓  leading various teams in exceeding client-imposed targets, in different sites and various cultures, in over 30 different projects.


What started out as a very small, boutique size, startup mentality, grew into a mature and stable company, long term clients 4years +, turning it around from loss to 5 digits profits per year.

Turnaround operations person managing at the beginning a small group of 20 contact center staff.
Achievements:
✓ acquiring new clients and setting clear and reasonable expectations;
✓ project planning and executing, hiring, training, coaching and mentoring of staff, lowering the churn of staff by 40% in the first year;
✓ drafting procedures and guidelines for the company and each project individually;
✓ raising investments in order to improve the infrastructure, especially in IT and performance measuring tools, attendance;
✓ supervising all the projects directly, up to 10, with different scheduling, performance indicators and SLA’s, assisting the clients with telemarketing and telesales activities mostly;
✓ trained and managed multi-site teams in Romania and remotely in India, Philippines, Canada.

VP of Operations and Sales

WPG Racing Solutions SRL

European multi-award winning Contact Center, set out to provide worldwide contact center services to Formula 1™️ TV App, with chat, email and voice support to over 500 million fans in over 100 Countries. Lead role in incorporating the company, implementing and executing according to the SLA. 
Achievements: 
✓ contract compliance, client and vendor management within specific and strict terms; 
✓ setting up the operation, including but not limited to hiring up to 80 people between core staff, part timers and middle management, crafting company guidelines and regulations, process continuous improvement, defining KPIs.

Hi there! 

I'm Mihai Arsene, and I'm on a mission to change the game in talent acquisition. As the founder of Valuable Recruitment and Hire Like a Pro, I've worked with global businesses big and small and built their dream teams.

What Sets Me Apart as a Recruiter:

Topgrading methodology: I've redefined recruitment with the powerful Topgrading methodology, which showcases Experience, Competency, Potential, and Culture fit, giving hiring managers a thorough understanding of the shortlists.

Building Bridges: I'm not just about making placements; I'm about forging connections. I believe that successful recruitment is rooted in strong relationships with both clients and candidates. My recruitment agency has been built on referrals from happy and returning customers.

Diversity Advocate: Inclusion and innovation go hand in hand. I'm committed to crafting diverse, inclusive teams that fuel innovation and drive success.

Diverse background: having worked in sales and marketing roles, operations, and general management in Real Estate, Pharma, BPOs, e-commerce, and Digital Marketing Agencies gives me a birds-eye view of different businesses, their values, mission, and purpose

Whether you're a startup taking your first steps or a global giant seeking HR expertise, I'm here to help you find and nurture top talent. Let's connect and explore how we can redefine success together

Feel free to connect with me, dm me and I'll walk you through how I can best help you!

Your friendly recruiter,

One of recruiters' biggest mistakes? Thinking the job's done after a hire.

I’ve been through it numerous times

That adrenaline rush of accomplishment you feel once you make a placement

Of course, you’ve done a fantastic job. But your work isn’t over just yet

I see recruitment success to go beyond filling a role

This is why I’m a strong advocate of recruiters trying their best to follow up

✓ Check-in with both the client and the candidate 

✓ Schedule check-ins at key milestones so you don’t forget

✓ Focus on how their new hire is integrating and if expectations are met

✓ Address any concerns promptly to build trust. 

This also helps you deal with any issues as fast as possible so there’s time to make changes even before a bigger issue

What are your best follow-up practices after placing?

Your friendly recruiter

#recruitment #hiring

Mihai Arsene

“Agencies are expensive – I can’t afford them as a small company.”

I can’t count the number of times I’ve come across, small startup founders saying this

As a recruiter who has run a few startups, I understand

We want to save as much as possible and bootstrap the h**l out of it, especially in this low VC market interest. So we’d rather do it ourselves

But what’s the cost of doing it yourself? 

Have you ever sat down and calculated the cost of adding recruiting to your task as a CEO?

Because if you do, you’ll re-evaluate your position on the fact that recruiters break the bank

What can go wrong when you do it yourself?

✓ Divided attention, you already wear too many hats, jumping from putting fires out to sales calls and back

✓ Limited experience because this is not your main field

✓ The chances of hiring the wrong candidate become higher

✓ The wrong candidate comes with months of lost productivity, lost revenue etc.

✓ In most cases, that chaotic environment will lead to your employer's branding suffering

So instead of seeing a recruiter as a high-expense

I’d like for you to see it as an investment

An investment in the most important element of your organization: PEOPLE

The right recruiter is not just getting you a good candidate

You’re also sure of getting people that are culturally aligned with your team

Do yourself a favor. Invest in a recruiter. Invest in your company!

Your friendly recruiter

#Founder #CEO #hiring

Who doesn’t want to hire candidates fairly? But unconscious biases can get in the way

I haven’t been immune to them. Neither is any recruiter out there

We all, one way or the other, have perpetrated them before

The good thing is, that you can learn and now you do better

If you want to do better at recruiting, try to avoid these biases

1. First impression bias: letting a candidate’s first impression cloud your entire judgment
Example: a candidate fumbles a first question (probably due to pressure) and you dismiss them or form your entire judgment on them based on that first mistake.

2. confirmation bias: you’re looking for information to confirm an impression, not to evaluate a candidate.

Example: you have a stereotype that salespeople are outgoing or extroverts. You meet a candidate for a sales role and they seem introverted, and you make your entire judgment based on that.

3. Halo effect: using one positive or negative aspect of a candidate to judge them overall
Example: there’s a candidate with a degree from Harvard (prestigious), then you assume they are a fit because of this degree, without paying attention to their relevant experience

4. Similarity bias: you favor a candidate because they reminds you of someone you like or yourself

But these are not all
As people in hiring positions, we should also be mindful of the following:
✓ Gender bias
✓ Race/ethnicity bias
✓ Age bias

Have you ever caught your own bias towards a candidate?
Your friendly recruiter

#Genderbias #Hiring #Recruitment

Can small teams compete for top talent? 
“Why would a candidate choose my small e-comm brand or business over, say, Amazon?”

Many of my clients are small businesses in e-commerce or startup digital marketing companies

Think small budgets, and operating extremely lean

Over the years, there’s always that one dilemma:
How do I get top candidates with my small budget when they’re getting better offers elsewhere?

Is this even possible? 
Of course, it is. 

Here’s what’s worked for me in getting top talent for even the most budget-limited small business:

➡️ Approach #1: Explore the human factor of impact over money
How? We build JDs, Job adverts, and employer brands that prioritize impact & mission

Create a work environment that gives candidates a sense of ownership, build purpose and meaning

Why? Because you can certainly compete on giving candidates these opportunities over money

It’s why some people always leave corporate life to join smaller startups. 

➡️ Approach #2: Flexibility is the new super-perk at work
Lots of talented people are ready to accept a lower salary just to work remotely

So offer a strong work-life balance, remote flexibility, and great team culture

You’ll be surprised by the top talent that will come to you

➡️ Approach #3: Growth, growth, growth
Offer growth potentials. Training programs. Promotions. 

Once candidates notice they’ll not be just a number on your employee list, they’ll want to join

What are your tips for attracting top candidates?

#ecommerce #talentacquisition #smallbusiness #startup

Topgrading interview as a structured interview process

The traditional job interview process is as stale as week-old bread

It's the same old song and dance: you sit in a stuffy room, answer predictable questions, and try not to sweat through your shirt. But what if there was a better way?

Picture this: a rigorous assessment that analyzes everything from a candidate's history to their problem-solving skills. It's like looking under a microscope at a person's professional DNA

The Topgrading Interview has a touch of wit and humor too. It's like a game of chess, where every move is calculated and strategic. But instead of pieces, you're assessing candidates' strengths and weaknesses.

Is it worth the effort though? 

YES! It's like finding a diamond in the rough. The Topgrading Interview unearths hidden gems that traditional methods often miss. Plus, it minimizes the chances of hiring disasters. Trust me, it's worth its weight in gold.

Your friendly recruiter


How to achieve success with recruiters as a small business or cash-strapped startup

Finding the right talent has always been difficult

It’s even more hectic when you’re on a low-budget

Recruiters can be a great asset in helping you get the best talent regardless of your budget

But, how do you optimize that relationship?

Here are tips to help you get the most out of working with a recruiter

1️⃣ Look beyond big agencies. 
If you’re a small business, digital agency, or e-commerce brand, your best bet is independent recruiters, especially those specializing in certain niches. 

I’ve had clients who were looking for a quick process and fast hire, and I could hit the ground running

2️⃣ Communication is key. 
Like I always tell my clients, I need to know your expectations. 

From proper intakes to weekly updates. All these matter

3️⃣ Create your success plan. 
Think mid and long-term, write down what you want this person to achieve and by when. I’ll work with you to draft the job description, top goals and responsibilities, requirements, and mission statement.

4️⃣ Work on your mission, vision, and values. Culture will follow

Your friendly recruiter

#smallbusiness #startup #manager

Join the Lokad Team as a Technical Writer!

Lokad seeks a talented technical writer to enhance, update, and expand their technical documentation, primarily centered around the Envision DSL (domain-specific language) for predictive supply chain optimization.

Responsibilities:

Write and maintain comprehensive documentation for Envision and the Lokad platform.
Collaborate with Supply Chain Scientists to identify areas for improvement and tailor documentation formats accordingly.
Operate under the guidance of the CTO and engage with Software Engineers to understand changes and updates to Envision.

Requirements:

Excellent English writing and speaking skills.
Proficiency in various programming languages.
Organized, detail-oriented, and able to deliver consistently and on schedule.
A well-rounded mindset focused on understanding and conveying complex concepts.
A writing portfolio showcasing articles, guides, or similar publications.

Benefits:

Permanent full-time employment (CDI) based in Paris.
Salary ranges between 60k to 80k annually.
Extensive support and mentorship from Supply Chain Scientists and Software Engineers.
Opportunity for long-term contribution to the development of the Envision technological roadmap.

To Apply:

Are you technical writing savvy and excited to work on a transformative DSL? 

I encourage you to apply directly or reach out if your profile aligns.

#TechnicalWriter #EnvisionDSL #Softwareengineer

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