Роберт Атоян

Recruitment partner for a game art outsourcing studio.
Focused on building creative teams and finding hard-to-reach specialists.
Key areas:
• 2D Art
• 3D Art
• UI Art
• Animation
• AI Art
• Art Leadership roles
• Production roles
Responsibilities:
• Full-cycle recruitment from Junior to Senior+ level
• Talent sourcing through LinkedIn, ArtStation, Behance, Discord, Telegram communiti

Recruitment partner for game development and outsourcing projects.
Focused on hiring:
• 2D/3D Artists
• Art Leads
• Animators
• VFX Artists
• Developers
• Production roles
Built sourcing strategies and recruitment processes for creative and technical teams.

Recruitment for game development teams.
Main focus:
• 2D Artists
• 3D Artists
• UI/UX Designers
• Technical Artists
• Animators
• Art Team Leads
• Game Designers
• Developers
• QA Specialists
Responsibilities:
• Full-cycle recruitment
• Candidate sourcing and talent mapping
• Candidate database management
• Recruitment analytics and funnel optimization
• Support of HR brand initiatives and employe

- Recruitment (full cycle)
- HR brand development
Vacancies in work: Graphic designers, web designers, ui\ux
designers, QA(manual\auto), authors of courses on 3D in game development,
design course mentors, Java, Python course authors, 2D\3D artists

1) Recruiting
Vacancies in work:
- 2D artist
- 2D - animator
- QA(auto\manual)
- C# developer
- 3D artist
- Project manager
- UI/UX designer
- Art Team Lead
- Customer Support Team Lead
- Administrative staff (accountants, lawyers, office - managers)
- Technical Artist
- Technical Writer
- level designer
- game designer
- system administrator
- PR manager

2) Adaptation (preboarding\onboarding)

3

Full recruiting cycle(Java - developers(middle+,senior)\Machine learning engineers(senior))
A project with the development of AI for games.

- The whole cycle of recruiting;
- Participation in the personnel strategy of the company;
- Optimization of HR processes;
- Drawing up guides, conducting training for recruiters;
- Development of an adaptation program.

- Adaptation of personnel;
- Selection of personnel;
- Consultations of the company's employees within their competence;
- Maintenance and development of corporate culture (carrying out diagnostics, correction of the socio-psychological climate);
- Assist in planning and organizing departmental events, training for interns;
- Providing reports in accordance with the requirements of the management;

- Selection of personnel (mass, linear, spot)
- Personnel management (25 people), adaptation, retention
- Motivation of personnel, timely staffing of federal and separate divisions (more than 40 offices)
- Full candidate management (from telephone interview to employment)
- Development of corporate culture
- Personel assessment
- Creation of a personnel strategy of the personnel department, optimi