I lead a team that owns the end-to-end interview/assessment, job placement, and post-placement support to graduates of Amazon Technical Academy's software engineering training program. My team has built programs and processes to scale our functional areas along with ATA's growth. We have also built an apprenticeship program to increase diversity in Amazon tech roles by providing opportunity to bridge skill gaps for those that need more time to meet software engineering role requirements.

Owned content strategy, curation, and development for a global, internal technical learning and development conference for software engineers. Work with stakeholders and leadership company-wide to identify the most high priority learning topics, recruit subject matter experts to create and present content, and build solutions to better scale this program globally.

Owned a program and platform to enable engineering subject matter experts to build learning content and scale that content to engineers across Amazon and AWS globally.

Managed the AWS Talent Acquisition Employee Referral Program as well as worked to build custom technical hiring assessments to streamline our recruiting processes.

Technical Recruiter aligned with the AWS Storage business (including S3, Glacier, Kinesis, and other green-field businesses). Dual responsibilities included building out recruiting plan/strategies for senior- and principal-level technical product managers as well as creating analytics tools to help streamline recruiting for multiple global AWS recruiting organizations.

I owned the candidate experience for hundreds of software development interns placed across the US and Canada. Candidate milestones I owned include communicating offer decisions, aligning interns with technical development teams, meeting business headcount requests, and ensuring defect-free onboarding. Accomplishments include:• Pioneered program utilizing technical business partners as a closing mechanism to address identified candidate experience gap. 87% of candidates attended presentations with 81% indicating a positive response to impact on offer decision. Process was a major contributor to +11% YoY increase in intern accept rate.• Drove 0.2% (-0.3% YoY) onboarding defect rate for 2017 intern onboarding through building audit tools to improve operational excellence for largest-to-date SDE intern class.• Planned and executed Amazon’s SDE interviewing strategy for the Grace Hopper Celebration in 2016. Piloted program to interview interns at the conference itself. FT candidate engagement led to 163% YoY increase in offers.• Built and maintained WBR reporting metrics for fulltime and intern SDE recruiting teams. Up-leveled cross-team Excel skills to enable peers in managing their own pipeline data. • Created process utilizing offshore resources for offer letter generation enabling U.S. team to increase candidate touch points. Established subsequent standard work to drive 99.9% offer delivery SLA compliance. Reallocation of resources resulted in +10% YoY fulltime accept rate.• Chosen as university representative for Amazon’s Girls Who Code summer intensive. Developed and presented content to August 2016 and August 2017 cohort.• Pioneered process to engage 300+ former interns through surveys and focus groups. Measured experience and provided recommendations for current and future seasons. Partnered with intern program manager, business client leads, and campus recruiters through content development phase.

Supported North American recruiting pipeline for FTE and intern SDE1 recruiting populations.

Work independently to manage the day-to-day business of a Starbucks retail store, including staffing and scheduling, driving business growth, and coaching employee performance to exceed customer expectations. Tirelessly strive for continuous improvement in delivering on both personal and company-set targets to achieve key business metrics.• Manage an unpredictable business with upwards of 30% customer and sales comps while exceeding established controllable contribution.• Implement and lead multi-faceted and complex projects, including both seasonal promotions and shifts in operational strategies and programs. • Analysis of profit-and-loss statements, including root-cause investigation of anomalies to implement processes and procedures to align store performance with established metrics. • Organize the store and simplify established processes based on lean methodology to facilitate an easy customer and employee experience. • Facilitate the training of new hires by following established training plans, analyze knowledge and training deficiencies that arise, and problem solve to close the gap.• Coach employees on a daily basis around both technical skills relating to store operations and soft skills concerning customer/employee interactions.Assistant Store Manager:Facilitated the daily operations and team management of a high-volume drive-thru store. Led through a changing business while constantly striving to elevate the customer experience, employee engagement, and business growth by integrating a detail-oriented approach through all facets of the business.Shift Supervisor:Hired with the intent of quickly promoting to Assistant Store Manager. Immediately began leading through complicated and multi-faceted projects such as the launch of a new food program, the implementation of a new method of store deployment, and the reduction of inflated and unprofitable food waste.