Paula Stanton

The company: NYSE: VTEX. SaaS, e-commerce solution to companies like Walmart, Samsung, L'Oreal, and AbInbev. Annual revenue of U$200M, 1300+ employees in 14 countries.

Summary of role: Remote role, leading 8 managers and 100+ indirect reports in North America, Latin America, and Europe. In charge of global operations (payroll, compensation, HR systems, global mobility, union relations), recruiting, HRBP, analytics, and facilities. Report to the VP of Product and Operations, dotted-line to the co-CEOs.

Key results

• Designed and implemented a metric that successfully predicted undesired turnover of key talents 6 months before their exit. Undesired turnover among Tech workers dropped 6x
• Increased quarterly recruiter productivity from 3.5 jobs/recruiter to 15, with quality of hire sustained at 85% or higher
• Ran a company-wide study about mental health, identifying that ˜40% of all employees were in some level of latent burnout and supporting leaders in addressing the situation
• Worked with Tech's senior management to reduce the gender pay gap, decreasing it from 5% to 1%
• Processed U$70M in global payroll with sustained 98% assertiveness in payments, processes, and financial reporting
• Generated potential savings of over U$800,000 by reviewing our Union strategy and on-call policies
• Implemented SOx controls, delivering 98% of controls effectiveness
• Delivered 2 global layoff operations with operational precision and smoothness, respect for employees and no external backlash.

The company: Health EdTech, 500 employees, raised U$12MM in series A

Summary of role: Scaling recruitment operations to triple Business and Technology roles filled every year. Reporting to the COO, dotted line to the company's Co-Founders.

Key result: Filled 90 specialized roles (doubling team capacity), and the time to hire dropped 40%. Advised senior management in professionalizing their team by hiring key roles, like Heads of divisions and the CFO.

The company: German fintech operating in 34 countries. Headcount of 2000+ employees, total funding of U$2.1B.

Summary of responsibilities: In charge of building the recruiting function from the ground up for Tech, S&M, and G&A functions in Latin America from series C to series E. Reported to the Global VP of People, dotted line to Latin America's CEO, and to the Global CEO and co-founder.

Key results:

• Increased by 3.5x the number of roles filled per quarter and recruiting capacity by 35%
• Reduced by 40% time to hire of hiring processes with multicultural interviewers by creating and delivering a global assessment process
• Increased the representation of women to 60% of the workforce (+10pp), 33% of tech professionals (+15pp), and over 40% of senior management (+7pp)

Other assignments as part of the Talent Rotation program: Between March 2020 and January 2021, I worked in Finance, partnering with investment banks to seek funding for one of our financial products; in Operations, running the implementation of a new customer service center; and in Diversity & Inclusion, running the first company-wide D&I program.

The company: US-based global management consulting firm, 10,000+ employees.

Summary of role: Led the college recruiting team for all 4 offices in Brazil.

Key results:

• Hit all hiring targets for internships and first-year associates (˜60 roles/year), with over 90% retention by the end of the programs, and increasing the representation of minorities: women (50%), black consultants (10%), and LGBTQIA+ (30%)
• Delivered the first edition of the Fellow Analyst program, targeting students from diverse academic backgrounds. Reached a retention rate of over 70% by the end of the program.
• McKinsey became the preferred consulting firm among business and engineering students from top-tier universities in Brazil (vs. Bain and BCG) for the first time since the ranking was launched
• Partnered with the Global Recruiting Communications function to revamp our value proposition and messaging in Latin America, and with the Global Candidate Assessment function to create, test, and implement an online global assessment game that evaluated candidates' problem-solving skills

The company: NYSE: F, American automaker, 200k employees, annual revenue of over U$160B.

Summary of role: In charge of leading all Camaçari manufacturing plant recruiting activities, reporting to the Recruiting Supervisor. Did both hands-on sourcing and recruiting work for manufacturing, product development, and managerial roles, and managed one recruiting intern.