gee olufeyisan

Manager, Talent Acquisition

About Candidate

Dedicated Talent Acquisition professional with about 10 year’s relevant experience gained across HR consulting, HR Management and Talent Acquisition spending the last 8 years in senior management. Well-grounded in HR Management, with a thorough understanding of Talent Acquisition & Management especially in executive search. Adept at using technology and data to enhance recruitment effectiveness and decision-making.





Cranfield University, United Kingdom

International Human Resources Management

Work & Experience


Manager, Talent Acquisition

November 1, 2021

• Mentored, coached and lead a team of 7 recruiters in the region on the proper use of data as a tool for effective hiring decisions through continuous knowledge sharing sessions. • Reduce net pending requisition of critical roles by 76% (from 17reqs to 4) within 3 months of joining the business through aggressive sourcing and monitoring of the dashboard • Review existing processes to reduce recruiting roadblocks thereby increasing timely decision-making by 40% and relentlessly focusing on iteration - across the quality of hire, time to hire and experience • Manage an average of 20-25 requisitions monthly with a time to hire rate of 88% and Offer/Acceptance rate of 92% • Introduce a 3-month buddy system to aid in quick onboarding & integration of new hires into the organization • Cut down hiring costs by providing stakeholders, with valuable insight on hiring and compensation data that ensured the utilization of 75% of the budget – 25% cost saving. • Regular review of headcount models to identify potential issues, cost-saving opportunities and significant departures from budget through consistent monitoring • Establish 85% direct sourcing vs 15% agency sourcing of all requisitions. Using agencies for only very critical roles.


Management Consultant

PwC Nigeria

• Conducted the HR transformation at the client's company that led to the total overhaul of processes and systems • Repositioned client’s organizational structure to reflect strategic goals and achieved a revenue growth rate of 17% in yr2021 • Reorganized the practice structure and decision process flow in line with the new structure defining clear accountabilities and revenue targets for each practice area. • Designed and implemented a career management framework that clearly defined career paths for each function within the allotted time frame • Increased organization’s performance through the introduction of a 25% quarterly incentive bonus to partners and a 7.5% annual performance bonus to other staff • Designed standardized recruitment process to reflect sourcing methodology, recruitment life cycle and reporting metrics • Increased staff salary at all levels (except partners) by between 7.5% - 12.5% which led to an employee satisfaction index of above 60%


Recruitment Manager

PZ Cussons Plc

• Conducted an average of 200 Psychometric profiles (using Saville) year-on-year for 6 years to aid effective hiring decisions. • Recorded average cost savings above £100k YOY for 5 years across business • Achieved offer-acceptance rate of 92% in 2018 recruiting over 76 roles, placing about 150 hires with an average Time to Fill of 8.5 weeks • Managed the end-to-end placement & onboarding of 4 critical expatriate hires in FY19 • Spearhead the organization’s diversity target of increasing women's representation in management positions from 20% to 40% by building a candidate pipeline and deliberate sourcing of qualified female candidates for final interviews. • Drove awareness on social media by organizing a company-wide engagement event that generated over 100k reach and impressions • Created a bespoke Assessment Centre tool for commercial roles that accounted for over 70 hires in 2017/18 and increased retention by over 75% • Part of the team that developed the company's new EVP and was responsible for rollout in Africa • Regional roll-out lead for the new communication platform, Workplace by Facebook • Delivered over 10 career fairs across different university campuses and open fairs (including New York City) which accounted for about 40% of candidate pipeline for Graduate trainee programme



Pedersen & Partners

• Responsible for the entire business outlook for Nigeria from execution to revenue generation • Delivered profitability for Pedersen & Partners business in Nigeria moving it from a non-revenue business to a profit-generating business within 6 months • Took charge of all the incoming searches into Nigeria from other countries in Africa & Europe • Recruited 2 board level positions for 2 multinational firms within the first 7 months • Involved in execution of searches out of Nigeria to other countries, across all sectors • Instituted a pipeline of high-value business in Venture Capital, IT, Telecoms and FMCG that continued the revenue generation path

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