Adeline Elisabeth

• Scoped and created Beta Program plans, including timelines, processes, and deliverables, while developing strategic plans and setting clear objectives and achievable milestones based on Product Requirements and Beta Goals.
• Collaborated with internal stakeholders to set priorities based on business needs, resource capacity and risk exposure and established strong relationships
• Created end-of-beta retrospectives and provide recommendations by conducting thorough program evaluations, pinpointing areas for enhancement, and suggesting practical solutions.

Example of recent program/product launched:

• Instant Payouts (Banking) - 135% engagement goal
• Tap to Pay on iPhone (SPOS) - 180% engagement goal

• Led country expansion initiatives in EU markets by recruiting, onboarding, and supporting Beta testers.
• Acted as voice of sellers, providing daily support and addressing their needs and concerns, using weekly newsletter format
• Collaborated with all Square teams to create and refine processes, ensuring seamless operations.
• Enhanced customer satisfaction rates through proactive problem-solving and efficient resolution of complaints.
• Partnered with cross-functional teams to meet project deadlines.
• Adhered strictly to company policies and procedures to maintain high-quality standards.
• Example of project: Square Invoices, Square Appointment, Square for Retail

• Advocated for sellers by ensuring top-tier service quality for Square's B2B clients.
• Collaborated with all teams to enhance overall service and support processes.
• Utilized customer feedback to guide product development, ensuring new features met client needs and expectations.

• Mentored two junior recruiters in best practices for efficient candidate sourcing, interviewing techniques, and building strong relationships with hiring managers.
• Introduced innovative sourcing methods to identify passive candidates, expanding talent pipelines for challenging roles.
• Worked closely with HR team members to ensure seamless onboarding experience for new hires through effective communication and coordination of orientation programs.
• Built strong relationships with hiring managers to gain deeper understanding of their needs, leading to improved candidate selection.
• Increased efficiency of talent acquisition processes by implementing data-driven strategies and streamlining workflows.
• Results: Steady recruitment flow of 7/10 new hire per month

• Managed full-cycle recruiting process for multiple roles simultaneously while maintaining high-quality standards in candidate assessment and selection, for 5 offices (Paris Dublin, Madrid, Geneva and Barcelona)
• Collaborated with hiring managers to determine job requirements and understand departmental needs.

• Conducted comprehensive candidate screenings to assess skills, experience, and fit for specific roles.
• Built strong relationships with clients through regular communication and understanding their unique needs.