Brone Ram

Talent Acquisition Manager (Via Mawhub)

Lucidya لوسيديا

Mar 2024 - Jun 2025 (1 year 4 months)

Led the Talent Acquisition function during a key scaling phase at Lucidya, partnering closely with leadership across AI, engineering, CX, security, and commercial teams to build the company’s hiring engine. Joined when the company had approximately 50 employees and helped support rapid team expansion by implementing structured hiring processes, aligning stakeholders across departments, and building targeted talent pipelines. My focus included: • Building hiring pipelines across AI, Engineering, Security, CX, and Sales • Partnering with department leaders to design hiring plans and SLAs • Leading full-cycle recruitment from sourcing through closing critical hires • Training hiring managers and interview teams on structured interview and ev

Co-Founder - TA Expert

MawHub

Feb 2024 - Current (2 years 6 months)

Mawhub was built to solve a problem we kept seeing across startups: Hiring wasn’t broken because of talent. It was broken because of systems. Slow decisions. Unstructured interviews. Inconsistent pipelines. So instead of acting like a traditional recruitment agency, we embedded directly into companies and rebuilt hiring from the inside. We partnered with high-growth startups to: • Build structured hiring systems • Design high-signal interview frameworks • Create consistent talent pipelines • Improve speed, quality, and decision-making This wasn’t outsourced recruitment. It was embedded hiring infrastructure. Our core models Embedded Talent Acquisition TA specialists integrated within client teams to design and run hiring systems end

Lead Talent Acquisition

Kuda

Feb 2024 - Feb 2025 (1 year 1 month)

Leading Kuda's TA function, managing a team of 5.

Senior Talent Acquisition Partner

Kuda

Feb 2023 - Feb 2024 (1 year 1 month)

Talent Acquisition Specialist - Technical

Kuda

Oct 2021 - Feb 2023 (1 year 5 months)

My role currently includes: Input into overall hiring strategy of the organization to ensure our teams consist of a diverse set of qualified individuals Ensure the staffing needs of the company are being met, with a long-term talent strategy in mind Devise and implement sourcing strategies to build pipelines of potential applicants, such as employer branding initiatives Create and implement end-to-end candidate hiring processes to ensure a positive experience Form close relationships with hiring managers to ensure clear candidate/interviewer expectations Coordinate with hiring managers to identify staffing needs in different areas and departments Determine selection criteria for candidates by liaising with managers and other members of st

Principal Talent Consultant - Tech Recruitment - KSA

Xcede

Jan 2020 - Sep 2021 (1 year 9 months)

Find clients and foster long-term relationships Understand client requirements Employ recruiting methods to attract candidates (e.g. job advertising) Evaluate resumes and applications Source candidates using databases, social media etc. Assume responsibility of pre-interview screening Match the most suitable candidates to different positions Create relationships with job seekers and provide advice Facilitate and finalise agreements between candidate and employer

Senior Talent Consultant - Tech Recruitment - KSA

Xcede

Feb 2019 - Jan 2020 (1 year)

Talent Consultant - Tech Recruitment

Xcede

Aug 2018 - Jan 2019 (6 months)

HR Coordinator (Contract: Onsite for Xceed Group LLC) - Tech Recruitment

saalai

Jul 2018 - Sep 2018 (3 months)

Collaborate with hiring managers to write job ads for current openings Advertise job openings on careers pages, job boards and social networks (e.g. LinkedIn) Design and implement employee referral programs Source candidates through online channels (e.g. professional networks and portfolio sites) Screen resumes and applications and update candidates on hiring processes Interview candidates during various hiring stages, including phone, first-round and second-round interviews Report to hiring managers and HR managers on the status of open positions Evaluate candidates based on their interview and assignment performance Determine qualification criteria for each position Analyze turnover and retention rates to forecast hiring needs Update job

Talent Associate - Tech Recruitment

Xcede

Jul 2017 - Jul 2018 (1 year 1 month)

Senior Business Development Executive

Marcus Evans Group

Aug 2016 - Jun 2017 (11 months)

After 4 months of hard graft, I secured the promotion. Title change, but no real change in job responsibilities except for the increase in targets. Biggest achievments here include: Newcomer of the Year Award Closing a massive deal with Escom (Malawi) and the first of its kind, in which the entire Board of Directors flew over from Malawi to South Africa for a 5-day training course in Cape Town. Note that I was 19 at this point, so it was safe to say that having dinner with these experienced executives was an honor I never thought possible at such an age.

Business Development Executive

Marcus Evans

Mar 2016 - Jul 2016 (5 months)

This was my first real "office" job, and it was hardcore, armed with only a phone, my primary job was to call Head's of Legal and Company Secretary's to sell Corporate Governance training to them for their Board of Directors. Truly was hard grafting, and success required early mornings, late nights and preparation. I can not thank Jason Thomas enough for giving me the chance to prove my worth. He taught me how to research, identify marketing opportunities and close sales. Role and responsibilities were generic to most sales focused roles: - Undertaking comprehensive market research and analysis for Africa & the Middle-East to facilitate in-house training. -Acquisition and growth of new business -Budget forecasting -Contract negotiation

Lumia Sales Representative

Microsoft

Dec 2015 - Mar 2016 (4 months)

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