Project #1 at Google: - Creation dashboards and metrics for the internal Google teams' needs. Responsibilities: - Elicitation requirements and clarification them with the stakeholders; - Preparation dashboards with charts and metrics using the internal Google tools and SQL. Project #2, Internal tool at Grid Dynamics: - Skills' inventory and competency model

1) Internal Project #1: Web application for collecting data about employee’s working hours and issue invoices to company’s clients. Responsibilities: - Elicitation and clarification requirements with the stakeholders; - Requirements specification and explanation them for development team (1 UX designer, 2 UI developers, 2 backend developers, 1 QA engineer, 1 DevOps engineer); - Writing scenarios for demo and conducting demo with QA engineer; - Setting prioritizations in backlog with Product Owner; - Preparation User Guide. 2) Internal Project #2: - Web application for employees’ skills inventory and maintenance competency models Responsibilities: - Elicitation requirements for tool's improvement and development; - Maintaining prioritized product backlog and roadmap; - Specification requirements and explanation them to development team; - Defining acceptance criteria and testing priorities.

As a HR Analyst: 1) Defining, gathering and maintenance metrics, preparation corporate HR reports for the company's management; 2) Defining and implementation of new visa application process in Jira tool; 3) Implementation new Application Tracking System (JobVite). Achievements: Defining HR metrics, providing management with up-to-date analytics, implementation unified internal transparent processes. As a Business Analyst: Project is an internal corporate tool which was built from scratch and now contains and maintains the following type of data: - Employees’ skills inventory across the whole company; - Requirements for different grades and job profiles, i.e. competency model for job profiles. Responsibilities: - Elicitation and clarification requirements with the main stakeholder - VP Engineering; - Defining the target groups of the tool: employees, direct managers, company management, HR, engineering leads; - Collaborative work with the representatives of engineering leads (~30 employees) to prepare skills for inventory and rules for grades' completion; - Setting goals and preparation requirements for development team ; - Preparing announcements, guidelines and conducting trainings for users. Achievements: Implemented internal tool from scratch with competency model and skills’ inventory across the whole company within one year.

Responsibilities and technologies: - Full cycle of recruiting activities; - Responsibility for hiring results in St. Petersburg office; - Building recruitment processes across all companies projects and offices; - Consulting hiring managers and delivery directors regarding hiring procedures and issues; - Defining and predicting hiring demand in St. Petersburg office in collaboration with delivery managers; - Training newly hired recruiters. Achievements: - High hiring speed of the recruitment SPb team: average time for closing position is 30 days and on average 4-5 new hires per month. -The identical and transparent hiring process is used in all companies’ offices now

Responsibilities: - Full cycle of recruiting activities. Achievements: - High speed of hiring: average 5 closed positions of IT engineers per month.

- Remote IT recruiting for companies in different cities.

- Client support and training new clients; - Technical support and maintenance the system Consultant+

- Client support; - “Cold” calls and active sales.