netLex

Dedicated to driving talent density to scale the leading CLM company in Latin America.

From August 1, 2024 to August 1, 2025, key macro achievements include: 74.45% increase in hires compared to the August 2024 headcount baseline, 81.67% average OKR achievement during the year,  design and delivery of the complete Hiring Principles framework and Hiring Manager Training, achieving a 4.7/5 CSAT in leadership evaluations.

- Lead a team of six recruiters (tech and non-tech), managing daily operations while driving strategic talent acquisition initiatives;
- Facilitate agile ceremonies (planning, stand-ups, and retrospectives) to boost team performance and collaboration;
-Define and track OKRs and KPIs to align recruitment efforts with business objectives and growth targets;
- Partner with C-level and cross-functional stakeholders to align hiring strategies with business priorities and organizational design;
- Own headcount planning across multiple teams, ensuring alignment between hiring roadmap and growth targets;
- Conduct regular 1:1s with team members and hiring managers to align on goals, share feedback, and support professional development;
- Coach and upskill recruiters, fostering career growth and elevating the quality of delivery across the team;
- Own and execute hiring processes for senior-level (L5+) positions, ensuring high bar alignment with both culture and strategic priorities.

Talent Acquisition Manager

As Tech Talent Partner, my scope of responsibilities includes:

- Plan in a consultative manner with those responsible for the Technology and Innovation areas (profile alignment, team organization and prioritizations);
- Define strategies for the talent attraction process;
- Conduct selection processes end to end;
- Follow up on technical evaluations and interviews;
- Implementation and maintenance of Hacker Rank;
- Plan and execute the Onboarding process;
- Conduct metrics meetings in R&S Tech, analyzing indicators and proposing
improvements;
- Conduct 1:1 and mentoring within the squad;
- Monitoring new employees and the satisfaction of Hiring Managers over a 3-month period
- Close interface with the Business Partner area to draw up action plans.


As Employer Branding Lead, I am responsible for: 

- Participate in the culture and diversity committee;
- Lead and design strategies for employer branding and employee experience
actions;
- Creating content on People and Culture for the social networks;
- Planning and execution of events;
- EVP

Tech Talent Partner

Hotmart

I worked at eNotas, which was acquired by Hotmart. 

Responsible for Attraction and Selection of technology and product professionals, including in my routine:

- Hunting for software development and technology professionals;
- Disclosure of vacancies, mapping of best job post practices in the market and frequent testing for better conversion results;
- Bi-weekly presentation of technical recruitment metrics as well as performance;
- Technical qualification of candidates, follow-up of technical interviews and final evaluation of candidates;
- Behavioral test analysis: Big Five

Tech Recruiter

Attraction: 

- Hunting through Linkedin Recruiter;
- Responsible for closing Technology and Business vacancies ( end to end );
- Alignment and survey of positions with hiring manager; 
-Elaboration of copy for internal communication and job description for the announcement and dissemination of vacancies;
- Psychological evaluations (behavioral approach); 
- Nomination Program;
- Implementation of Predictable Process;
- Intelligence of the selection process: metrics, market mapping and performance analysis in all stages of the funnel;

Performance (business partner):

- Acting in Performance Management projects;
- Accompaniment of new employees (Onboarding Week);
- Monitoring of new employees in alignment meetings during the period of 90 days;
- Weekly management meetings;
- Monitoring of Critical Vacancies;
- eNPS and Climate Surveys.

HR Analyst

XP Education

R&S:

Expertise in the end-to-end process, which can be highlighted: 

- Hunting of tech professionals through Linkedin Recruiter and promotion of vacancies through sites such as Catho, VAGAS and universities; 
- Hunting through the database allocated in Tableau;
- Use and maintenance of Hubspot, Monday and Pipedrive for data management routines
- Application and correction of psychological tests (TEACO, TIG-NV, QUATI, d2, AC, Disc, BPR-5) 
-Interviewing candidates (online or face-to-face); 
- Experience with large volumes of hires (participation in planning of Bootcamps)
- Elaboration of psychological reports;


Key professionals found in the areas of: 

- Cybersecurity;
- Cloud Computing;
- Data Science;
- Artificial Intelligence;
- Development and Architecture (various stacks)

PD:

- Hiring and termination processes; Drafting contracts through Docusign; Internal company communication; Onboarding of new employees

Prefeitura de Belo Horizonte

- Interventions in functional health (psychiatric and clinical cases)
- Monitoring of functional readaptations of the direct administration;  
- Elaboration of functional health psychological reports; 
- Release and monitoring of data from the Occupational Health Coordination; 
- Responding to the demands of public servants.

HRBP

I am a psychologist passionate about the tech world and deeply fascinated by human behavior. With over 7 years of experience in strategic HR, I have a well-rounded background in attraction, performance, and development. Currently, I specialize in technical recruiting and serve as the Talent Acquisition Lead at netLex. In this role, my goal is to expand our global talent team while embracing new challenges and responsibilities.

Throughout my career, I have worked with rapidly growing tech companies, restructuring processes, introducing innovative practices, and demonstrating resilience and creativity in navigating new challenges. I thrive in dynamic environments and am committed to building strong, diverse teams that drive organizational success. Let's connect and explore opportunities together :)

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