Recruited as a member of Microsoft's Federal Talent Acquisition team as a full lifecycle technical recruiter specializing in software/data engineering, technology consulting services, and solution architecture within Azure.Recruit and source top-tier candidates with expertise in Azure technologies, focusing on roles such as Cloud Engineers, Azure Architects, and DevOps Engineers.Collaborate with federal hiring managers to understand clearance requirements, ensuring candidates meet specific federal security standards, including obtaining and maintaining appropriate security clearances (e.g., Secret, Top Secret).Provide hiring managers with insights into the cloud engineering talent market, leveraging data analytics and industry trends to make informed hiring decisions.Collaborated with leaders to understand and define critical client hiring needs within deadline resulting in a 20% reduction in time to fill.Attended meetings with hiring managers and other stakeholders regarding candidate feedback, updates, and ongoing hiring strategiesUtilized various methods such as web searches, direct sourcing, community/user groups, employee referrals, and networking to build various pipelines including Early Careers, Senior, Manager and Staff Level candidates.

Developed and implemented comprehensive recruiting strategies tailored for Machine Learning and AI roles, including positions like Machine Learning Engineers, Software Engineers, Data Engineers, Data Scientists, AI Researchers, and Data Analysts.Specialized in International recruiting and was the point of reference for Software Engineers, Machine Learning & AI hiring for the United States, Canada, and Ukraine.Collaborated with technical leaders to understand and define critical needs for projects, ensuring alignment of recruiting strategies with organizational goals.Led diversity hiring initiatives focused on software engineering & machine learning roles, contributing to an inclusive workplace culture by sourcing candidates from varied backgrounds and experiences.Partnered with cross-functional teams, including product management and engineering, to ensure a seamless and efficient hiring process for engineering talent.Analyzed recruiting metrics and KPIs to optimize the recruitment process and improve time-to-fill and quality-of-hire metrics for software & machine learning positions.Led hiring efforts for UK, USA and Canada markets, focusing on diversity hiring. Achieved a 79% hire rate within first six months of tenure, increasing diversity queue to > 20% diverse

Manage full cycle recruiting process for the engineering organizations ensuring a seamless, uniform and incredibly positive candidate experience.Create job descriptions, role profiles, and offer packages based on the position and company requirementsNegotiate offers by partnering with hiring manager and any relevant stakeholders and working cross-functionally with legal, compensation/benefits, immigration, etc.Innovate on ways to build a talent pipeline and recruit in a variety of venues.Source candidates from relevant networks, online and internal databases, employee referrals and passive candidates through networking and research.

Managed end-to-end recruitment for key roles in Data Analytics and Software Engineering, with a strong emphasis on positions such as Machine Learning Engineers, Data Scientists, and AI Specialists.Led the development of recruitment strategies to attract candidates with experience in big data technologies such as Apache Spark, Hadoop, and distributed data processing systems.Partner with stakeholders to own all search strategy and guide thinking related to succession planning, gap analysis, and upskilling of their current team.Influence and lead with data, continually reporting out on funnel metric conversions, market compensation, and talent pool analyses projects.Analyzed the dollar amount and frequency of non-standard offers and proposed a streamlined workflow and larger pool of approversUsed quantitative industry knowledge to seek out top companies and the type of candidates they hire in order to gain insight into niche skill sets and markets.Mentored new recruiters training them on full-life cycle recruiting and niche sourcing.

Maintain industry contacts to gain knowledge and building a network for the engineering specific skill set.Negotiated unique compensation packages (wages, benefits, etc) to attract and hire top engineering talent on contract basisWorked closely with account/hiring managers in understanding their business needs, and building trustIdentified potential risks when implementing changes along with developed mitigation strategies and plansPromoted to National recruiter for exclusive business four months into tenure for filling 100% of requirement goalsManage and supervise current contract, contract-to-hire and direct placement employees and constant communication with hiring managers for feedback on the employees. Assisted internal hiring with office interviews and collegiate career Fairs