I am part of the new Talent Acquisition team that started at Thermon in the Summer of 2023. I've had the fortunate benefit of bringing my years of experience to help shape our recruiting process with hiring managers/teams, leaders and key stakeholders. As a Senior Recruiter at Thermon, I have been responsible for sourcing, screening and managing the recruitment process and candidate experience for a variety of roles across different business units. I have successfully recruited for roles such as:📌Designers and Design Engineers📌Product Manager📌Software Engineers and Developers, R&D📌IT positions (QA, Application Developer, Systems Administrator)📌Manufacturing Engineer, Product Engineer📌Quality System ManagerI currently sit at a 95% offer acceptance rate while building and maintaining pipelines across diverse skillsets. Thermon has been a great opportunity to learn a new industry, work and partner with great leaders and really embrace its values of The 3 Cs - Care, Commit and Collaborate.

My sourcing focus and expertise: Application Development || Mobile Development || System Infrastructure || Data Platforms across a variety of tech stacks.📣 Maintained a 100% offer acceptance rate for Senior Staff Plus level roles.📣 Mentored other engineering Sourcers within Talent Attraction📣 Co-lead Program Manager for NAMER Women @ (ERG) Inspiration Rings with almost 200 participants📣 Nominated for a Top Notch P[in]nacle Award in FY22 Q4- Dream Big, Get Things Done and Know How to Have FunServed as a trusted advisor to candidates, recruiters, hiring managers, and interviewers, where I’m an advocate for a candidate as well as an Ambassador of LinkedIn. As a Technical Sourcer, I’ve managed upwards of 15+ open requisitions across both technical IC (Senior Staff and Principal Staff Engineer) roles and Executive-level (Director Plus) positions.I’ve led sourcing and diversity sourcing strategy discussions with hiring managers and recruiters; prepared and presented market data and talent mappings in weekly syncs; and sat with hiring managers and team members to source their networks.

📣 Had a 94% offer acceptance rate - primarily recruiting for Principal Engineers, Technical Architects, Engineering Managers, Senior Managers and Directors across various disciplines (Software Engineering, Business Applications, Robotic Process Automation (RPA), Cloud).📣 Full cycle recruitment efforts include sourcing, screening, candidate preparation and management, and offer negotiation.📣 Produced, in partnership with Employer Brand, a volunteer video for Indeed's GoodDeed's program to share with candidates and a hiring manager "sell" video about his Salesforce opening and the team.As a full-cycle recruiter, I had the opportunity to counsel hiring managers and interviewers on interview/er best practices, develop job postings that were inclusive using tools like Textio, and work with cross-functional teams such as Compensation, Legal, Employer Brand, Internal Mobility (including Immigration) and Employee Resource Groups (ERG).While at Indeed, I maintained a 94% offer acceptance rate with only one candidate declining my offer (it still gets me!). As a Recruiter, I personally find it important to know what the candidate is looking for in their career progression and tie that back to the opportunity I’m working on. I was involved in mentoring, coaching, and onboarding new teammates, always providing a feedback loop for them to share what they need more or less from me (I crave feedback).

📣 Led, coached, and mentored a team of five global recruiters and one coordinator on recruiting best practices, data integrity and how to be a strategic recruiting partner.📣 Developed and implemented a strong recruitment strategy in the areas of sourcing, selecting, interviewing and evaluating candidates.📣 Trained new hiring managers and interviewers on recruiting best practices including our high potential, entry-level candidate strategy.I joined Lithium during a time when it had been newly acquired by a Private Equity firm and rebranded as Khoros. One of the major tasks I was responsible for was incorporating the PEs recruiting practices into Lithium's such as candidate assessments. After Lithium acquired another Austin-based start-up, I was also responsible for assessing over 200+ employees (it was a huge feat, something I can happily share). As the Global Recruiting Manager, I had the opportunity to grow and lead my team in the areas of managing candidate assessments, sourcing, candidate selection, and being a valued partner to their business units. I worked closely with organizational leaders, Finance and HR Business Partners in developing hiring plans, succession planning (creating an opportunity to nurture candidates) and when necessary, offer negotiations. Led an organization-wide initiative supporting high potential - entry level (HPEL) candidates inclusive of our diversity strategy.

Full-cycle recruiting - technical roles: Engineering Managers, Software Engineers, Data Engineers, Product Managers, UX, Data Science. Non-technical roles: Sales, Marketing and Client Services.📣 Collaborated and partnered with hiring managers for job description development, forecasting, employee retention and interview(er) best practices.📣 Created and launched Civitas Learning's Campus Recruiting Program in 2015 with a 100% acceptance rate.📣 Revised the Referrals Program to increase the visibility of openings especially for hard-to-fill positions.📣 Provided expertise and troubleshooting for our Applicant Tracking System and Compensation Platform.At Civitas Learning, I was the second recruiter the organization had which offered a lot of runway to be creative. I started there at a Talent Acquisition Manager, which included full-cycle recruiting and working with various agencies to support Civitas’s growth. I built strong partnerships with the Austin start-up community and was involved in job fairs, Austin start-up crawls, and Executive speaking opportunities.As I grew my career, I earned my HR Certification and become an HR Business Partner and later a Sr. HR Business Partner & Senior Recruiter supporting the CTO’s organization. As a trusted advisor, I partnered with the CTO and his leadership in all department initiatives including succession planning, performance management strategies, recruiting and retention, developing salary bands and levels and working with Legal Counsel on immigration filings (H1-B and Green Cards).

Our Career Management department combines Recruiting and HR Generalist responsibilities. My role encompasses employee relations, career development, and line management along with full-cycle recruiting from sourcing candidates to offer negotiations. - Responsible for full-cycle recruiting efforts for Business Analysts, Project/Program Managers, Integration Engineers, Product Managers, Quality Assurance Engineers, and Administrative/Operations roles- Coordinate and participate in on-campus recruiting efforts, SXSW Career Fair, Austin’s Chamber of Commerce Diversity Career Fair.- Serving as HR Partner providing HR Generalist support for 125 employees- Coordinate and manage bi-annual performance review process including working closely with senior leadership in determining performance metrics, facilitating review discussions with managers and finalizing promotion recommendations.- Provide HR policy guidance and interpretation with line management and employees.- Participate in department wide taskforces including: diversity, branding, training and engagement subcommittee.- Manage employee workflow, performance management, auditing, and report generation using Workday. - Provide direct supervision and training of additional Career Management employees.

- Served as a Recruiting Team Lead: hiring new recruiters, new hire orientation and training, employee evaluations, and managing a team of up to 23 entry-level Recruiters (2 full time recruiters, 21 contract recruiters). - Primary point of contact with a retail marketing client: daily conference calls, participating in new job launch calls, opening and closing of requisitions, (re)writing job descriptions and telephone screens, and recruiting effort reporting. - Daily interaction with hiring managers regarding applicant pool and pipeline needs assessments. - Sourcing and screening candidates utilizing proprietary and client-specific Applicant Tracking Systems (ATS). - Partnered with hiring managers to coordinate second round interviews either in person or via telephone.- Coordinated and managed an internal Associate Recruiter Program – a recruitment program designed to train entry-level candidate with little or no recruitment experience into becoming successful recruiters. - Extensive knowledge of sourcing candidates via job boards, social media websites, and networking. - Attended on-campus recruiting events throughout Austin.

- Coordinated all aspects of a Summer Associate Program: planning and attending social events, assisting with summer associate evaluations, and conduct entry and exit interviews. - Assisted in the recruitment efforts of both lateral and partner attorneys. - Managed all aspects of a Fall Recruiting Program: attorney preparation for on-campus interviews, scheduling over 80 callback interview in 8 weeks with partners and associates, and conducted wrap up on-site interviews. - Assisted incoming Fall associates with benefits, loan and stipend inquiries. - Updated letters and forms for firm-wide Forms Bank database. - Scheduled and organized new hire orientations. - Provided ad-hoc assistance to the Director of Corporate Social Responsibility, Director of On-Campus Recruiting & Special Project and the Practice Support Manager as well as other firm leadership.