Leading talent acquisition for the company that is personalizing AI for the world.

Promoted to VP in February 2021. Member of Apollo's executive team from 2015 - 2022. Key results: - Scaled talent acquisition team to support hyper-growth, and delivered 2.5x headcount growth over 12 months.- Delivered "the best hiring metrics we've ever seen" (VC partner).- Created and delivered Apollo's first quality of hire program, delivering key insights to the business.

Role trajectory:- Responsible for all recruiting efforts at Apollo (formerly Meteor Development Group), from 2015 to the present (Industry, exec, and university, across all functions).- Ran people operations for 3 years from 2016 - 2019, which gave critical perspective on how HR and recruiting teams can partner to impact long term retention. - Built performance management system and set compensation strategy. 2015 - 2021: - Hired and managed US based global recruiting team. - Built a next-gen sourcing strategy to support focus on hiring elite engineers, plus go-to-market team.- Built a repeatable university program, highlighted by a comprehensive intern program. - Hands on executive recruiting. 2016-2019:- HR & HR Ops: Benefits, employment law, performance management, onboarding/offboarding, etc.- Talent retention: Company culture, compensation strategy, onboarding, and the HRBP function.

Advisory role offered after coaching TinyEye through the Lazaridis Institute. Worked with TinyEye founders, as well as functional leaders in talent acquisition and HR.

Consulting to executive and functional leaders at Canadian startups. Specific focus on talent acquisition, people operations, and the overlap between the two functions. Leveraging over two decades in the recruiting world, have delivered presentations on the A-Z for building process for talent acquisition, as well as hosting lunch and learns for companies looking to scale.

Member of Lever's first customer advisory council. Provided product ideas and feedback, and was a subject matter expert for Lever webinars and podcasts. Key results: - Worked with the Lever product team to design, test, and launch Lever Nurture from white board to launch.- Sounding board on new feature functionality and prioritization.

[We pivoted from Meteor to create Apollo and focus on GraphQL in early 2016, but it's the same company.]Key results: - The first 10 months of my time at Meteor was focused on building a repeatable talent acquisition engine. (My role then pivoted to running all of HR and TA for Apollo)- Hiring for all hiring verticals, locally and internationally. - Built a next-gen university program, which is highlighted by a comprehensive internship program. - Created recruiting branding from scratch.

Joining shortly after Illumio's series B in the first 30 employees, I was hired to build Illumio's recruiting program from the ground up. Successfully hired top talent while a 25 person stealth mode start-up, through a $100MM series C round of funding. As the first recruiter, early challenges included: Attracting elite engineers to an unbranded enterprise company, influencing the hiring culture to support a steadily rising talent bar and ultimately quadrupling the company's size in under 18 months. Key results:- Built the plane while flying it: Hands on sourcing, recruiting, and closing of targeted elite talent, while building the hiring process from scratch.- Created a predictable hiring process that put emphasis on "white glove" candidate experience. - Trained interviewers which helped calibrate requisitions and avoid group-think within interview feedback. - Creating successful outbound messaging to source elite talent despite being in stealth mode. - Worked with Andreessen Horowitz to build a University program targeting elite graduates. - Created and drove execution of the company's first engineering internship program that led to multiple full-time hires from top computer science programs.- Selected and implemented next generation ATS, which drastically improved hiring culture and efficiency.- Selected and implemented recruiting tools and resources to allow scaling of the talent program.- Hired and trained recruiting staff.

Built the Sourcing function at Twitter from the ground up, supporting global hiring across engineering, leadership, sales, marketing, and G&A.Key results: - Scaled a team from 2 to 20+ sourcers in under 10 months, while exceeding all hiring targets.- As we scaled, I also promoted, hired, and trained 3 new managers.- Interviewed, hired, managed, trained, and motivated the team. - Worked directly with Twitter leadership to ensure sourcing focus was on the areas most critical for the business.- Used data to maximize sourcing efficiency. - Biggest win: Delivered 50% over sourcing's annual hiring target.

Promoted into leadership recruiting team to directly recruit elite leaders into software engineering and engineering operations roles. Focus was on new candidate identification and engagement, which included sourcing via high level networking, in depth internet search techniques and cold calling / emailing. In addition to leadership recruiting duties:- Worked on specific recruiting projects targeting high priority candidates who had been historically challenging to recruit. - Was asked to mentor junior sourcing staff. - Was part of a two person team focused on improving meeting efficiency in Tech Staffing. - Known specialist in cold calling expertise and led training in this area.

Recruiting / Candidate Development for Software Engineers, from low level to UI, kernel to application layer. Recruiting included, but was not limited to: mobile applications engineers, search engineers, platforms engineers, software engineers in test, etc.

W.A. Hynes & Company, Inc. has provided specialized technical talent to the San Francisco Bay Area since 1976. In a bittersweet moment in my career, I left Hynes early for an opportunity with Google. I have the highest respect for Hynes & Company and I'm grateful for the opportunity they gave to me.

Key results: - Worked on site at Riverbed Technology, www.riverbed.com, recruiting/sourcing for multiple roles for R&D, IT, Accounting/Finance, and Technical Publications. - All candidates were sourced with zero job board usage.

Founding Principal of S4 Partners, Inc. Key Results: - Hired and managed a team numbering up to ten recruiters and account executives who combined to build a multi-million dollar recruiting organization. - Filled multiple roles in S4, as principal recruiter, recruiting management, new client development, operations, legal, etc. - In 2005, went on-site with a key client and created a Recruitment Process Outsourcing model which added 20% to S4’s 2005 revenue. Designed and personally led recruitment process, managed 10-12 internal clients, with 50-70 concurrent candidates. - Developed Silicon Valley clients including Network Appliance, Visa International, Robert Half International, Gap Inc., Voltage Security, Brightmail (now Symantec), nVidia, 3Com, Cisco, Oracle, Veritas, Brio Technology (now Hyperion/Oracle), iPass, and Metricom.

Key results:- Was recruited to help build a startup technical staffing agency from the ground up. - Held a dual role of building and managing the team while also being hands on. Parallel Staffing eventually left staffing and reinvented itself as “Talenthook”.

Key results:- Built a new network in a new industry and became a top producer in the company in under two years, including winning of regional performance contests in 1998 and 1999.

Key results:- Started as a Sales and Marketing Assistant and was promoted into Inside Sales, then Outside Sales and eventually became the Midwest Regional Sales Manager in a four year time-span. - Became a subject matter expert for manufacturers representatives within the Midwest and trained manufacturers representatives in our switch technology.- Worked diligently with Illinois manufacturers rep to land Motorola as a client for the first time in Xymox's history.