I manage a team that recruits for Engineering and Leadership positions for our Propulsion (Energy Storage, Stationary Storage, Powertrain/Thermal, EPC, Charging, Driveline), Adventure Products, and Future Programs lines of business.Responsibilities:-Developing and executing strategic recruitment plans to fulfill technical engineering staffing needs aligned with organizational goals.-Owning every part of the recruiting life cycle, and utilizing various channels such as job boards, social media, industry networks, and talent databases to attract and engage top technical engineering talent.-Building and maintaining a robust pipeline of qualified candidates for current and future technical engineering roles through proactive sourcing and networking efforts.-Conducting comprehensive screening and assessment of technical candidates, including reviewing resumes, conducting initial interviews, and assessing technical skills and competencies while standardizing these for the business to ensure a consistent candidate experience.-Partnering closely with hiring managers, People Partners, Business Partners, and technical teams to understand their talent requirements, provide insights on market trends, and facilitate the selection process.-Promoting the organization's employer brand within the technical engineering community (meetups, local universities, DEI groups) to attract top talent and enhance the company's reputation as an employer of choice.-Managing offer negotiations with selected candidates, including compensation discussions, ensuring competitive and equitable offers that meet both candidate and organizational expectations. My team made up 14% of the Product Development TA Team, but filled close to 50% of all of Product's roles last year.-Tracking and analyzing recruitment metrics such as time-to-fill, source effectiveness, and candidate quality to drive continuous improvement in recruitment strategies and processes.

*COVID Lay-Off*I lead recruitment for the entire Data Engineering vertical at Bird - I also assist with full life-cycle recruitment for software engineers and technical managers on the core Software and Vehicle Engineering teams as well.D2D Responsibilities Include:- Closing candidates at every level from IC to managerial roles; covering all aspects of offers and negotiations- Managing req approvals and workforce budgets- Handling on-site prep call, walk-ins/walk-outs, debriefs, as well as overseeing weekly hiring council meetings- Owning and managing hiring manager as well as exec relationships to the verticals I was supporting- Autonomously partnered across all talent functions- Influenced and helped to game plan org design for recruiting and technical teams- Creatively sourced using market research and industry knowledge; showed team-wide initiative and created scaling sourcing processes for the entire teamSome of accomplishments that I'm most proud of here include:- Organizing and leading the creation of a Talent Training curriculum that created a roadmap for RC's to become sourcers/recruiters- Leading weekly hiring council meetings to improve sourcing/recruiting/interviewing/hiring strategies with leaders and execs of the Data and Tech orgs - this included revamping all of the existing homework assignments as well as creating policies that were implemented organization-wide (such as an onsite interview prep email as well as quarterly interviewer training for all teams).- Championing D&I efforts by reaching out and setting up meetings with organizations such as GirlsWhoCode, meetup organizers, as well as professors from local universities.- Partnering with the L&D department to create a bi-weekly professional development book club that is used company-wide and leading those discussion sessions- Sharing weekly Market Knowledge with the team on updates on the market, lay-offs, and any other relevant news to have more nuanced sourcing strategies

iHerb is a multi-billion dollar global eCommerce company that sells and ships health and wellness products to over 150 countries around the world. Here, I am responsible for full life-cycle sourcing and recruiting for technology and engineering positions. My main accomplishments here include growing the software staff from 80-150 developers in the last year, building out new R&D software development teams in Toronto and Poland, as well as building a brand new robotics and innovation division.

Alignment Healthcare is a fast-growing Medicare provider set on improving the quality of life for a growing elderly population. In 2016, Forbes Magazine named Alignment as one of "The Top 3 Healthcare Companies to Look Out For" and we were recently named the #1 Tech Startup Company in Orange County while having a 4.5 STAR rating. We currently have operations throughout California, North Carolina, as well as Florida and are continuing to grow.Here, I continue to consult on a part-time basis and am responsible for full life-cycle sourcing and recruiting for IT, Sales, as well as Healthcare roles.Roles Recruited For:Healthcare: Primary Care Physicians, Extensivists, Internists, Geriatricians, Case ManagersSales/Marketing: Field Salespeople, Territory Managers, Network Management SpecialistsTech: full-stack C# devs, SQL DBAs, Azure Cloud Architects, Data Engineers, IT Sys Admins, etc.

Responsibilities (aside from recruiting and business development): hiring, training, managing, and mentoring entry-level recruiters, creating and giving sourcing/recruiting meetings twice per week to junior staff. Handled full life-cycle recruiting from candidate sourcing all the way to offer acceptance; I had a 94% acceptance rate on offers extended and only had 1 fall off while working at WorkbridgeBuilt my own portfolio of businesses ranging from hypergrowth startups to Fortune500 companies and had a close-to-even split between full-time and contract revenueBuilt relationships with local coding camps and served as a consultant by giving presentations on a quarterly basis along with 1 on 1 sessions with each student to help them identify and strategize a path to kickstart their careersCreated systems and structures around best practices and introduced metrics to run my teams like a well-oiled machineRoles recruited for: full-stack C# developers (web and desktop), SQL DBAs, Database Developers/Engineers, Big Data Engineers, BI Developers, BI Analysts, PMs, Technical WritersTechnical Recruitment and Sales Manager - Dallas-Fort Worth (11/2015-12/2016)I was promoted alongside a director to open a start-up office serving the DFW area; my team specialized in placing Microsoft devs locally on a full-time, contract, and contract-to-hire basis. My market included full-stack C# developers as well as web developers. I also sporadically placed SQL Devs, DBA's, Data Engineers, Business Analysts, Project Managers, and Technical Writers.Exceeded 1st year revenue expectations by 50% (made $1.25M in our first year)Trained, managed, and promoted - in 10 months - the company's Rookie of the Year (2nd fastest promotion in company history)Became well-versed in the legal language of our full-time fees and contract MSAs and negotiated/customized them with clients with independent authorityRan the #1 team in the company for the month of July 2015

Responsibilities included: sourcing, full life-cycle recruiting (Job Boards, Boolean Strings, LI Recruiter, Deep Web Searches, etc), business development through cold-calling/referrals/emails, attending our meet-up as well as others that were tech-oriented/relevant.Finished in the top 5% of my peer group in KPI metrics (Job Orders, Perm/Contract Placements, Client Visits)Revamped the company's entire training program for incoming recruitersCreated new programs used to attack enterprise-level companies that were then implemented by the entire companyHelped grow our monthly meet-up series, TechInMotion, to help it become the fastest growing tech meet-up in the countryFinished in the top 5 in the company for Rookie of the Year Helped turn around one of the lowest performing teams, offices, and regionsBroke into key enterprise accounts that have generated us over $1M in revenueSet up and ran client visits to take Job Orders as well as to build a relationship and game plan to get roles filled