Tola Capital has been part of the software revolution for decades. We practice hypothesis-based investing and are particularly focused on companies having an impact in: Domain-specific Foundation Models, AI/ML Tooling, AI SaaS Applications, AI Compliance and Governance, AI Security Tools and Enterprise of the future.I am a strategic guide and tactical TA leader to Tola's incredible portco founders and leaders as they build their teams and prepare for growth.I am currently working with:Reliant AI - Montreal and BerlinCrogl - RemoteArcus - New York & Bay area

Semicolon Talent is a holistic people operations consultancy that was created to fill a gap in the startup space; creating and solidifying the foundation of your company by supporting your people from the beginning. Research shows us that companies that align their strategic people operations with their vision and values reach their company goals more consistently than those who don’t. At Semicolon Talent, our goal is to guide you through the creation of a people operations and talent acquisition foundation that will help your company provide an environment for your team, and mission, to thrive.

At AK Talent Partners we are more than just role fillers or rule enforcers; we are dynamic business partners. Our sweet spot is strategically navigating the intersection of talent acquisition and people operations in the startup space (VC, PE, and privately held). We have helped build organizations across diverse industries including B2B SaaS, AI, HealthTech, FinTech, manufacturing, media and entertainment, and E-commerce, and at varying stages of growth. We know what it takes to work in the startup space and we're pretty darn good at it!Our expertise lies in creating and implementing inclusive and equitable hiring processes, devising strategic hiring strategies, and providing targeted training for hiring teams while championing the company externally. Simultaneously, we identify top talent and fill positions while contributing to the construction or enhancement of the employer brand.A large part of what we do is coaching recruiters, managers, and executives in the art of attracting, retaining, and genuinely engaging team members. We educate our clients on why each of those buckets is crucial to building an organization that can meet its goals, revenue and otherwise. I gain genuine joy from fostering authenticity, transparency, and empathy within the workplace.

The HIVE is a small group of independent recruiters working as one.HIVE =Helping toIntroduceValuable Employees

-Set and execute our talent acquisition priorities, goals, and strategies in alignment with the overall company growth goals- Member of the Executive team -Built, documented, implemented and trained the team on a scalable, equitable, inclusive, and easy to navigate hiring process to identify high performers, eliminate bias, and highlight our unique culture of belonging-Act as a business partner for managers across the company in order to create and fulfill their headcount plans and develop their current teams and themselves-Built a foundation using tools and training that provided an outstanding candidate experience to every person who came through our hiring process-Identified the right investment opportunities and partnered with Marketing to share our employer brand story externally and ensure it reflects our culture and values-Support the holistic People Operations function in the creation and implementation of employee engagement programs, leveling and compensation work, conduct stay interviews and compile and analyze results, events planning, and anything else that needed doing.-Implement and maintain tools, systems, and automation needed to scale the company while supporting our employee experience

My role at Tamazari was multi-faceted; I ran our permanent placement recruitment practice and supported our client's day-to-day needs to include:• Create recruitment and employment brand strategies• Provide full life cycle recruitment services, technical and non-technical at all career levels and across technology stacks• Build recruitment infrastructure from the ground up• Back end, front end, full stack software engineers across technology stacks (Java, open source, .Net)• Machine learning engineers and data scientists (R, Hadoop stack, Python, SQL, etc.)• Marketing and product – go to market, campaign, product design, product manager, marketing generalist, UI/UX• Sales – ADR, SDR, AM, AE, sales leaders• Leadership across disciplines such as Director of Product Marketing, CTO, Engineering Director, VP, Sales, and more• Consult on headcount planning and organizational structure• Support selection and implementation of HR and recruitment systems and tools• Advise on employment market trends

RootMetrics is an independent mobile analytics firm obsessed with technology and how it can create a better mobile experience for consumers all over the world. On my plate:• Lead recruitment team to include; full cycle recruiting, reporting, system management, process and procedure development and communication, support and develop team members• Lead training and development efforts to include; resource identification, onboarding and implementation, create separate programs for managers and individual contributors, systems management and administration• Lead immigration program• Partner with hiring managers and leadership team on headcount planning, recruitment strategy and needs, hiring manager training and recruitment roadblocks• Own M & A integration activities for recruitment, training and immigration• Responsible for communication between parent company and RootMetrics regarding recruitment and various HR functions

NetMotion Wireless' Enterprise Mobility Management software gives organizationswith mobile workforces the connectivity, visibility and control needed to solve thecommon challenges of wireless computing. My role at NetMotion was multi-faceted. I came onboard at a time when the company was going through its first M&A so I was responsible for growing the current organization (NetMo) while creating a new recruiting infrastructure for, and growing the combined organization. Things that were on my plate:• Identify and implement systems to support company entities in separate locations• Pinpoint gaps in current processes at both company sites in order to create a cohesive workflow that supports recruitment for the combined organization• Create and implement the recruitment process to include; develop workflow steps, configure ATS, document process(es), train Hiring Managers on the use of the ATS and the workflow steps• Full cycle recruiting: sourcing, identifying candidates, interviewing, offer, negotiation, close• Direct all hiring activities to include working with hiring managers to create competitive offer, delivery of verbal and formal offer, negotiations and closing, and candidate onboarding • Partner with HR and senior leadership on headcount planning, recruitment strategy and needs, hiring manager training and recruitment roadblocks• Build a presence for NetMotion in the marketplace utilizing social media, events, networking, building agency partner relationships and providing an excellent candidate experience• Partner with hiring managers to create targeted job descriptions, design sourcing strategies, and create unique experiences for our candidates

RootMetrics is an independent mobile analytics firm obsessed with technology and how it can create a better mobile experience for consumers all over the world. I was brought on to build the recruitment function from the ground up to include all hiring activities as well as support to the VP, Human Resources in areas of training, identifying department tools, immigration management and more.• Create and implement recruitment process to include; competency-based recruiting process framework and all forms that accompany, garnering buy-in from leadership and department managers, recruiting and interview training for managers, ongoing education for hiring managers, stellar candidate and hiring manager experience• Full cycle recruiting: sourcing, identifying candidates, interviewing, offer, negotiation, closing• Doubled the company headcount in first seven months from roughly 40 employees to 82 employees, 140 employees at the time I left the organization• Partner with hiring managers to create targeted job descriptions, design sourcing strategies, and create unique experiences for our candidates• Define creative sourcing strategies and market available opportunities using social media, traditional job boards, Boolean searches, and networking activities• Direct all pre-hire candidate activities to include pre-screens, technical screens, in person interviews, interview scheduling, and reference and background checks• Direct all hiring activities to include working with hiring managers to create competitive offer, delivery of verbal and formal offer, negotiations and closing, and candidate onboarding • Manage immigration• Subject matter expert on employment market and trends in the Pacific Northwest

At 110 I managed talent acquisition, human resources and was a member of the internal operations team. My responsibilities ranged from creating sourcing strategies to writing company policies to creating and implementing employee programs.If you are looking for a Microsoft preferred vendor they don't get any better than 110!

As a Sr. Technical Recruiter with Allyis, a next generation workplace on the Eastside, I worked to identify, qualify, and hire top quality technology professionals in the fields of web content management, marketing management, project and program management, web development and design, and business intelligence as vendor resources for Microsoft.

Supporting recruitment account managers in the recruitment process by scheduling interviews, drafting offer letters, processing background investigations, processing new hire paperwork, and being a contact person for candidates.