Amber Snyder Email & Phone Number

Denver, Co, Us

Denver, Colorado, United States

•Aligned a global Talent Acquisition strategy with corporate strategic goals
•Increased team size from 3 to 15 members across North America, Europe, and APAC regions
•Played a crucial role in the People and Culture leadership team, guiding corporate initiatives
•Implemented advanced reporting and KPIs to evaluate team performance, covering metrics such as time
to fill, cost per hire, quality of hire, and source of hire
•Managed selection, negotiation, and supervision of HR vendors, leading to significant cost reductions
•Fostered strategic partnerships with business leaders to execute talent strategies
•Made substantial contributions to the M&A team by integrating 6 acquisitions
•Oversaw processes for approving and onboarding contractors
•Managed various TA & HR projects, including:
-Headcount Approval Process and Internal Mobility Process
-Employee Referral Program and DEI Recruitment Strategy
-Development of hiring best practices and global training
-Global Branding and EVP
•Successfully launched an entity in India and recruited 150 technologists in the first year
•Established and managed the Learning and Development Program for Perforce
•Launched a company-wide culture and recognition program

Denver Metropolitan Area

****Rogue Wave was acquired by Perforce Software.
•Served as the strategic right hand to the Global Head of HR, focusing on talent management for a
technology company backed by private equity
•Handling end-to-end recruitment processes for all positions, contributing to the company's growth from
250 to 500 employees
•Establishing and implementing recruitment strategies and procedures
•Managing vendor RFP processes, negotiations, and ongoing relationships
•Expanded the TA team to three members before merging with Perforce
•Engaged in HR leadership team activities and projects
•Played a key role in the HR integration team for five mergers and acquisitions

Englewood, Co

•Drive operational effectiveness of the corporate and professional TA function while also having direct
responsibility for our TA marketing plans, activities and budget
•Lead a team of 4 direct reports and 2 dotted line sourcers to develop and maintain a global process that
enables a high performing TA function
•Collaborate across the TA team to define and operationalize:
-Development of a nationwide events model and methods for TA teams to make more quality hires faster -The recruiting process, systems, and tools supporting professional hiring teams
-A TA Marketing function that enables us to attract and engage top talent through the utilization of
employment branding, social media, and other marketing solutions
-Developed and maintain an offshore sourcing function; currently with 2 sourcers
-Reporting and metrics that help drive visibility, performance and insights to our leadership teams
-Recruiter training and development programs
•Develop and deliver recruiting strategies, programs, and tools that will ensure selection of the very best
candidate for all positions
•Lead key HC Initiatives, lead on TA content for QBRs and Board reviews as well as close partnership and
collaboration with Senior leaders, including SVPs,VPs and TeleTech’s Chief People Officer.
•Collaborate across the organization with Sr leadership to ensure the proper TA process and systems are
in place to deliver a best-in-class customer experience to hiring managers, business leaders and
candidates while helping TA to deliver on our aggressive hiring goals

Broomfield, Co

•Promoted to an enterprise-wide consultant that scales across all of TA to support the teams and various
lines of business blending best practices, relationships, and technology to develop and drive talent
initiatives with limited resources.
•Leveraging innovative recruiting techniques and building proactive and sustainable global talent
programs with the following core focus areas:
-Events Develop a nationwide events model and methods for TA teams to make more quality hires
faster
-Tools-review utilization, develop best practices, research new tools/vendors, vet cost saving
-Branding/Social Media-develop employment brand; partner with our Recruitment Marketing Program
Manager on social media campaigns and outlets, Career page development, increase candidate
engagement
-Sourcing-Provide training, tools and tips to increase TA Specialists' sourcing capabilities, develop
successful approaches and methods and look at best options for sourcing model at Staples

Greater Seattle Area

•Intentionally sought out a position with Amazon to gain knowledge as a sourcer and learn best practices,
building sourcing teams and innovative recruiting solutions.
•Supported the Digital Music, Video (AIV) and Studios teams in sourcing talent with a very high
technical bar.
•Roles sourced for included: Software Development Engineers, Software Managers, Technical
Program Managers, Software Test Engineers.
•Skillsets included: Java, Ruby, C#, C+, Python, Perl, OOD, OOP, data structures, algorithms, IOS,
JSON, Cocoa, Ajax, web services, Android, Video Encoding and playback, testing methodologies, and
more.
•Managed candidate flow and process through applicant tracking systems including iCims, MRT and
internal Amazon systems.
•Responsible for developing and maintaining relationships with candidates, peers and hiring
managers.
•Required utilizing an array of creative sourcing methods due to very competitive roles and industry,
including but not limited to, Boolean searches, Utilizing Applicant Tracking Systems, LinkedIn, Job
boards, Github, social media and networking.

•One of two recruiters brought on board to lead and support a key expansion project for MetLife’s USBIT
team.
•Requisition load averaged 35 positions across the United States.
•Partnered with hiring managers, directors, and VPs to fill key technical roles throughout the USBIT
organization.
•Responsible for full lifecycle recruiting, steps include Intake meetings with managers, sourcing and
prescreening candidates, updating applicant tracking data, communications with the manager and hiring
team, interview scheduling, offer negotiation and on boarding.
•Utilized a variety of resources to reach active and passive candidates. Tools included online job boards,
social media, internal employees, referrals, and other out of the box methods to fill niche roles.
•Responsible for managing MetLife’s internal applicant tracking system (ERecruit) and documenting the
hiring process for government compliance purposes.
•Roles include Technical PMs, Lead BSAs, Java Developers, dot Net Developers, Security Specialists,
Mobile Applications Developers, Lead Architects, Web Analytics Specialists, Data Modelers, Informatica
Leads, PMO Analysts, Java Technical Leads, Information Systems Consultants and other various IT roles.
•Mentored Jr recruiters, sourcers and recruiting coordinator.

•Supported Cisco Systems’ Central Marketing Organization, Corporate Communications, and WebEx
to promote Cisco as an Employer of Choice.
•Developed key relationships with hiring managers and business partners to gain a solid understanding of
job requirements, business objectives, sourcing strategies and recruiting trends.
•Implement the recruiting function for employment openings on the Cisco Systems’ National and
International campuses.
•Focus on reaching active and passive candidates via the Internet and Social Networking tools (i.e. Job
Boards, LinkedIn, Facebook, Google, etc.)
•Implement pipeline activities to enhance candidate pools from key competitors.
•Promote both internal and external applicants to ensure diverse applicants are in the candidate pool.
•Source, contact and pre-screen candidates for entry level specialist roles to Directors.
•Maintain and update Cisco’s applicant tracking system, Virtual Edge, per OFCCP.
•Lead/mentor for sourcers and Jr recruiters on the team.
•Skillsets include but are not limited to; UX/UE, unified communications, media and application
ecosystems, IPTV, Service Provider and Enterprise, Web 2.0 technologies, cloud computing, SAAS,
finance, marketing, analysts, public relations, executive communications, strategists, virtual and hybrid
events.
•Roles included Technical Marketing Engineers, Market Intelligence Managers, User Experience Design
Managers, Service Provider & Enterprise Marketing Mangers, Cloud Computing Marketing Mangers,
Global Analyst Relations, Corporate Positioning, Project Managers, Product Managers, Operations
Mangers, Financial Analysts, and various other Specialty roles.

Bachelor Of Science (B.S.), Recreation And Sports Management

Activities and Societies: ZTA

Education record