I lead HR and recruiting at Kiddom, an edtech enterprise software company. Kiddom is a groundbreaking educational platform that promotes student equity and growth by uniting high-quality instructional materials with dynamic digital learning. Through unparalleled curriculum management functionality, Kiddom empowers schools and districts to take ownership of their curriculum resulting in learning experiences tailored to meet the unique needs and goals of local communities. Kiddom’s high-quality curriculum is layered with robust teacher and leader data insights to drive the continuous improvement of instructional decisions, school/district programming, and professional learning.Interesting facts about our business:-The unit economics of our sales are best in class enterprise. High ACV, long term multi year deals, saas margins and value multiples, logarithmic growth in YoY retention, and exclusive distribution of coveted commodity.-We're building an ever growing talent dense team in a space with underperforming near peer competitors. Domain incumbents are incapable of competing against us in building innovative software.-Our addressable market is large. It has natural inhibitors of competition due to domain complexity, fewer funding options, and a more complex GTM motion.-We sit at the intersection of upside and overt societal benefit. Usually you trade one for the other. We have both in spades.

Joined Kiddom as an early hire and the first experienced leadership hires. (Arc of growth 20 to 100+ employees)

CandorIQ Advisory Board Member since January 2024

I doubled the size of the company by implementing a structured approach to both sourcing and interviewing. Optimized and improved a poor employment brand (and a 2nd time after a rebrand), conducted interview training, and taught inexperienced founders how to sell. Built a recruiting function from scratch and led the search for functional leaders in Design, Eng and Marketing

I scaled this series B saas start-up from 23 to over 70 employees in just over one year (having never used an agency once). I managed all recruiting and HR functions and championed initial HR infrastructure: 401K, first HR hire, onboarding revamp, background checks, equity cap table management using Carta, and initial post-hire talent management strategy.-Built the recruiting function from the ground up and scaled a recruiting team. -Created adaptive and scalable recruiting best practices which enabled us to meet our growth plan. -Selected and implemented all recruiting/sourcing tool tech stack-Rebuilt employment brand from scratch after a company rebrand and major product pivot.-Grew the engineering team across multiple locations after high levels attrition.

Started as employee #27 (recruiter #2) and grew Mixpanel to 245 employees in two locations (SF & NYC) with a $865m series B valuation (funding led by a16z). I helped build and scale our recruiting team from 2 to 10, implement a new ATS (Greenhouse), and define a scalable structured interview process. As we grew I selected and implemented sourcing tools, improved and refined our employment brand, and developed a pipeline of self-sourced candidates (never once using an outside agency). I partnered directly with senior leadership to optimize everything recruiting related, and consistently met or exceeded aggressive hiring targets. Aside from the coveted experience scaling an "it" company, this role taught me the invaluable lesson of choosing future founders based on adaptive intrinsic traits. You can't possibly change those and they'll make or break the upside for you and everyone else.

I contributed to the doubling of Splunk from 500 to over 1,000 employees, hiring 64 people in one year. As part of a small recruiting team, I partnered closely with both Technical (CIO) and Business executive leadership (CRO) to execute aggressive hiring goals. Developed a scalable recruiting process and helped build (x3) the recruiting team to scale a rapidly growing business.

Linkedin hired me to rapidly triage the hiring needs of a marketing team that was behind on their annual hiring plan. (Contract position via Workforce Logic)

This year of growth was part of Google's global scaling from 20k to 30k employees. I partnered and recruited for a wide range of sales and marketing teams. I found a way to win and met or exceeded my hiring target for all 4 quarters. I knew that having this company name on my resume would open doors and I was right. (Contract position through Adecco.)

As a PrO Unlimited employee, I worked mostly onsite at Barclays Global Investors/BlackRock and a few other client sites. During my time at BGI/BlackRock our team managed the contract recruitment/vendor management through the acquisition of BGI by BlackRock and the disentanglement of BGI from Barclays. Professionally this was an important role for me that gave me insight into working in-house and combining HR consulting + recruiting at scale. In this role I figured out who I wanted to be when I grew up.

My engineering placements created the first profit this branch had ever seen. I worked as the only recruiter in the branch for my first 6 months. The office closed a few months after I left as part of a consolidation after merging with AppleOne.

This is where I cut my teeth in technical recruiting. Our customers were primarily boring mid size companies that few candidates were interested in before we recruited them for their openings. It was a great learning environment working alongside a team of senior recruiters. I was the SME on telecom recruiting and made several high margin profitable placements.

Thanks for scrolling! This was my first full time job ever and in recruiting no less. I worked my butt off and made just about every mistake possible. It was a trial by fire and I performed well. We won an award for being the most profitable branch in the company (in both GM% and GM$). I earned enough money with this job to pay my way through college and graduate practically debt free. I should have taken out loans and bought Apple or Amazon stock instead!