Keith Speres's Linkedin Analytics

I have experience of full life cycle sourcing, attracting, recruiting, and retaining Front and Backend software engineers, Product, Design, Digital & Product Marketing, GTM candidates, implementing and rolling out employer branding, excellent eNPS - candidate experience, DEI recruiting and attending and speaking at events, recruitment marketing, ATS management, hiring manager and collaborating with people teams, and interview process design and training. Working with high-growth startups, VC's, and VC-backed companies to recruit and retain quality and high-performing people. Recruiting and directly sourcing candidates within GTM, Sales, Legal, Cyber Security, Marketing, Growth, Product, UX/I Design, Finance & Technology. Passionate about Web3, Crypto, AI, Blockchain, Start-Up culture, and DEI. A committed, focused, dedicated senior strategic talent acquisition recruitment partner. Held positions at: Rebuilding EMEA EXECUTIVES - Executive search company founded in 2015 - now fresh restart 2025 N26 - Freelancer to permanent as Talent Acquisition Team lead (led 5 x people), & Principal & Executive recruiter. Omio - Multi freelancer roles as Senior Talent Acquisition Manager iGRATM - Founder / Product Manager / Product Owner - Built a Fintech App in 2015 - Tip, Rate and Pay - Anyone, Anywhere, Anytime - Shut down User targets missed! QA - Multi-freelance roles as Senior Talent Acquisition Manager Capita - Sales director (led 18 salespeople), strategic account director (led 7 people on site), Executive search manager, and had previous full P&L responsibility (32 million revenue & 2.3 million GP). A strong track record of collaborating with hiring managers and people teams. An advisor to executive teams and a leader who effectively guides and mentors talent. An internal talent partner role underscores my holistic understanding of the recruitment landscape and my ability to drive results. Some of the key areas I have focused my partnership on: Developing long-term talent strategies and processes. Developing talent-related processes, practices, and strategies. Candidate experience management. Hiring manager advisory. Employer branding. Tracking and reporting on talent-related metrics. Workforce planning and forecasting