• Led full-lifecycle talent acquisition operations, leveraging distributed recruiting team to identify, effectively interview, and hire 100+ candidates annually across technical and executive capabilities, security clearances, and geographic locations to meet organizational growth goals and customer requirements. • Developed and implemented tailored recruiting strategies to support the company’s core business units encompassing data analytics, AI/ML engineering, IT modernization, and marketing supporting 30+ customers across the defense and national security enterprise. • Directly accountable to co-founder for developing and meeting KPIs across growth, team performance, and scalability; implemented workforce planning strategies to ensure strong internal and external pipelines. • Led development of custom analytics dashboard that utilized Applicant Tracking System (ATS) data to provide actionable insights into hiring pipeline speed and quality with direct implications for performance management and resource allocation.• Negotiated and managed vendor contracts including ATS, sourcing software tools, and external staffing firms. • Led and oversaw offer negotiations, which included total compensation and incentive plans. • Built and managed budget comprised of labor, software tools, travel, conferences, recruiting marketing/branding, and company-wide morale (events, incentives, etc.). • Collaborated with hiring managers and external customers to ensure strong understanding of project needs for the talent acquisition team, improving interview workflows, feedback, and hire quality. • Traveled to emerging markets to directly engage with and recruit contested talent.

• Drove simultaneous deadline-driven staffing projects resulting in 230% revenue increase encompassing new customers and talent markets in the US, Japan, Korea, and Germany. • Developed the company’s first-ever talent KPIs at the enterprise level and for talent acquisition team members individually; reported to Partners on monthly and quarterly basis regarding performance. • Led internal and external outreach, from developing detailed position descriptions based on organizational needs and government requirements to marketing campaigns for competitive and hard-to-fill positions. • Mentored new team members to help them effectively meet growth goals and performance standards; Developed performance improvement plans in collaboration with HR team when needed. • Liaised between Operations, Business Development, HR leadership, and other decision-makers involved in hiring to provide recruiting team with clear guidance, prioritization, and resource management. • Managed recruiting pipeline from contingent roles for proposals through contract execution, utilizing project management skills to set benchmarks, meet deadlines, and prepare team for hiring surges.• Developed and managed relationships and negotiations with vendors, staffing firms, and counterparts at partner companies to augment Barbaricum’s recruiting capabilities in periods of fast growth.

• Managed full-lifecycle recruiting enterprise-wide; directly hired and oversaw an expanded recruiting team and standardized hiring processes and expectations, reporting directly to company owners.• Led identification, recommendation, and implementation of new ATS (Lever), and fully customized the hiring pipeline, candidate archive, system forms, and user permissions to fit the needs of the company’s organizational structure and processes.• Developed, documented, and updated interview and hiring standard operating procedures and led tools training across the organization, including for appropriate new hires and senior management.

• Provided multidisciplinary support to Recruiting, Business Development, and Operations teams, reporting to the Chief Financial Officer in a startup environment. • Sourced, vetted, and interviewed candidates for proposals and immediate contract openings, while providing hiring and labor utilization recommendations to company leadership and program managers. • Collaborated with program managers and senior leaders to build compelling position descriptions and interview feedback templates based on technical capability and experience requirements, while working with hiring managers to incorporate soft skills and organizational culture fit factors into their assessments.• Developed understanding of diverse fields, effectively sourcing and hiring talent from diverse technical skillsets and geographic locations.• Utilized custom Salesforce CRM to manage candidates through interview stages and hiring processes.

• Assisted legislative aides with research to prepare policy and constituent responses over four semesters.• Attended committee hearings and provided summaries to Senator’s defense and foreign policy staffers who utilized that information to develop legislative strategies and address constituent concerns, including for the 2013 bipartisan immigration reform bill.• Compiled briefing binders for Senator’s committee hearing and Congressional Delegation trip preparation.