• Leader on Change Management, Communications, and Reporting for Amazon University Talent Acquisition's (AUTA) Demand Team. • Drives business operations consultation between TA, and their supported LoBs on a global scale. Consultation occurs at the Senior Manager to SVP level. • Consultation focuses on forecasting demand planning and collection for the upcoming 1-2 years. Consultation affects approximately 1,400 internal stakeholders across 31 parent orgs, across all regions, supporting the collection of demand for approximately 30,000 student hires YoY. • Solves problems that are not well defined, have no known solutions, and delivers independently. • Creates programs and products that previously didn't exist to deliver results and insights for my 1,400 internal stakeholders. • Defines the KPIs of my own programs and products, driving teams to deliver results through them. Measures results of programs and products, reporting to internal stakeholders the KPI outcomes. • Mentors and coaches on an ongoing basis. • Volunteers to work on environmental sustainability initiatives within Amazon by creating mechanisms and programs that aim to de-carbonize the TA org within Amazon.

• Program managed an experimental onboarding program (Speedwagon - SW) that trained new hires on the technical recruiting process up to sending online assessments (OA) within six weeks of starting at Amazon. Despite coming from technical, non-technical, and "alternative" backgrounds, all new hires received the same core training and graduation requirements, enabling fungibility for the role across recruiting teams for the first ever at Amazon. • Created and managed an experimental offboarding program (Speedbark) that 1) streamlined the transfer of new hires graduating from SW to their aligned manager; 2) provided a nine-month performance management framework for managers to continue to develop new hires to proficiency in the post-OA recruiting process.• SW and Speedbark in tandem produced Amazon's first onboarding and training mechanism that delivered technical and non-technical employees to the level of a trained technical sourcing recruiter before reporting under a manager. SW graduates had a TP50 onboarding completion time of 8.9 weeks, 0.5 days earlier than program launch. Since launch, the program reduced sourcer TP50 time to first incline from 120 to 107.3 days, a reduction of 12.8 days. By program end, my org’s out-of-program assessment pass rate increased from 31.5% to 37.9%.

Within Amazon’s Recruiting Engine team, I supported recruiting efforts leading to a 32% increase in offer acceptance rate MoM. The time-to-hire average decreased by 18 days MoM.• As an initial work task, I successfully scheduled and coordinated a 32-person pod-style hiring event without training, shadowing, or reverse shadowing experience on event scheduling.• Individually secured ~157 people to interview candidates and successfully was re-assigned to confirm over 400 interviewers within 90 days. The first 90 days as a team offer accepts goal was exceeded by 20 acceptances. Offer acceptance rate goal exceeded by 13%.• Project Manager for eight different projects/programs, including project managing a 92+ candidate onboarding program.• Volunteered to do scheduling and logistics for Director level approved hiring sprint to staff 40 Recruiters within 30 days. I scheduled 108 interviews in 15 days, exceeding our goal in half the time expected.

Our research focused on coaching relationships. I built tools for effective coaching interactions by using coaching research that impacts effectiveness in the workplace through measurement and evaluation.• Lead Program Manager for psychological capital coaching for non-profits and students.• Coordinated CoachMotivation interventions by utilizing face reader technology for lab pilot studies.• Managed Collins RVT website and functioned as lead website developer.• Created multi-media presentations on executive coaching industry research.

ADP - Program Evaluation & AssessmentGreatheart Consulting - Organizational Effectiveness ConsultantAdobe - Program Evaluation & AssessmentPeopleReady - Organizational Effectiveness ConsultantIndeed - Organizational Effectiveness Consultant

At this start-up environment recruitment agency, I collaborated daily with the CEO to manage the beginning stages of the recruitment process and various organizational functions (human resources, business development, marketing, accounting, etc.).• Designed and automated a candidate feedback survey using Qualtrics to continuously gather quantitative and qualitative data from interviewed candidates to improve candidate experience and recruiter workflow.• Managed the change from a 100% in-office staff to a 100% remote workforce and currently transitioning back into the office.• Trained and onboarded a team of five from paper and pencil to an ATS. Within the ATS, built workflow stages, automated email campaigns, and integrated multiple third-party platforms for increased productivity.

- Designed and implemented a forecasting system for employee scheduling - Implemented interview process, onboarding, and new hire training program for multiple positions and created training manuals for those roles - Managed audit services and dozens of folios daily

- Held role as lead researcher in applicant decision making - Managed team data collection and analysis using advanced statistical software system (SPSS)- Assisted in writing the introduction, methods, goals, discussion, and implications section within the applicant decision-making article- Presented research at River City Industrial-Organizational Conference (RCIO)

- Implemented a suggestions box program- Managed and assigned duties to volunteer staff- Communicated the café’s mission by educating customers about our motives and goals- Created graphs displaying the café’s annual sales- Filled out non-profit surveys and catalogued paperwork