A focused application story from Kilian Rescheleit: a recruiting-heavy HR builder who moved from high-volume hiring and RPO process build-up into building People structures from zero.
150 roles per quarter. RPO process build-up. 90+ hires at Cofinity-X. HR built from zero. 1.5 million budget responsibility. Kosovo nearshore center built end-to-end.
I started where Talent Acquisition gets real: open roles, candidate flow, market pressure, hiring managers, interviews, active sourcing, job ads, and the need to fill roles without lowering the bar.
Before Cofinity-X, I managed recruiting for up to 150 roles per quarter and repeatedly built recruiting structures in RPO environments. That gave me a practical understanding of what breaks when hiring demand, process, stakeholders, and market reality are not connected.
At Cofinity-X, I moved from recruiting into building the HR function itself: structures, processes, onboarding, HR systems, benefits, governance, FTE planning, budget rhythm, and leadership routines. Today, I operate where recruiting, HR, budget, leadership, and scaling decisions meet.
This is the perspective I would bring to tonies: not only filling roles, but building the Talent Acquisition system around growth.
Managed recruiting for up to 150 roles per quarter, working close to candidate flow, market reality, hiring pressure, and stakeholder expectations.
Built and improved recruiting processes in RPO environments, including active sourcing, job ads, applicant management, interview preparation, recruiter training, and employer branding.
Built HR structures at Cofinity-X from scratch: HR processes, onboarding, HR systems, benefits, governance, FTE planning, budget rhythm, and leadership routines.
Currently building the Kosovo nearshore center end-to-end, connecting workforce planning, cost structure, vendor coordination, legal risk, operating model, and delivery needs into a scalable setup.
My strength is not only improving an existing function. It is building the function, the rhythm, and the decision system around it.
A Head of TA who can lead global hiring across markets while creating one consistent operating rhythm.
High-volume recruiting experience, RPO process build-up, HR leadership, and the ability to turn scattered hiring demand into a structured recruiting system.
A move from startup hustle to scale-up smooth.
Experience building HR and recruiting structures from zero, including processes, systems, governance, onboarding, benefits, and leadership routines.
A trusted advisor for executive hiring and senior stakeholder decisions.
Management-facing and shareholder-facing HR work, salary negotiations, FTE and budget planning, and decision-ready communication.
Data, ATS discipline, and clear hiring visibility.
Market analysis, personnel needs analysis, workforce planning, recruiting strategy, KPI thinking, budget responsibility, and management-ready reporting.
Global hiring that protects culture while scaling.
People structures for an organization with 20+ nationalities and the current end-to-end build-up of the Kosovo nearshore center.
The match is not only HR leadership. It is recruiting depth plus builder experience plus the ability to create structure where hiring pressure, stakeholders, data, and growth meet.
Four pillars. Pick one to see how it works.
Make open and upcoming roles visible, prioritized, and connected to business impact.
High-volume recruiting, personnel needs analysis, FTE planning, budget planning, and leadership alignment.
Priority roles filled on plan.
A good TA system does not make recruiting colder. It makes demand clearer, decisions faster, data cleaner, and hiring quality easier to scale.
A clear picture of tonies' current global TA setup, hiring demand, funnel health, and stakeholder friction.
A practical TA operating model for global hiring.
A hiring rhythm that recruiters, hiring managers, and leaders can actually use.
My first 90 days would not be about changing everything. They would be about understanding what already works, removing friction, and building the few structures that make global hiring stronger.
A short note for the tonies team. Press play to hear and read it.