Intrepidus Talent Solutions is an executive search, interim staffing and human resources consulting firm. We help clients synchronize strategy and talent to drive superior performance through holistic human capital solutions that include building out teams, providing interim support or lending expertise in multiple areas of human resources. Selected Achievements:• Advise clients on solving complex human capital and talent acquisition issues in an efficient and scalable way, optimizing processes and hiring seasoned executives.• Lead business development efforts to engage new and existing clients.• Execute searches across North America in a variety of industries with a focus in engineering, IT, finance, accounting, project management and human resources.

Lead Talent Acquisition for Amazon Advertising Technology & Engineering (ATE), Measurement Products (MP) and Sponsored Products (SP). Develop, coach and mentor a Talent Acquisition team comprised of 3 Recruiting Managers and an additional 55+ Recruiters and Sourcers handling over 1000 hires/year. The team recruits for Software Development Engineers, Software Development Managers, Technical Project Managers, Product Managers and Business Intelligence Engineers. ATE, MP and SP are global teams operating in the US, Canada, Europe, and India. Member of the Amazon Ads recruiting leadership team.Selected Achievements:• Drive recruiting strategy and execution across ATE, MP and SP that advance critical business priorities and supports hiring top talent.• Advance operational excellence to continuously improve processes that enhance the experience of the hiring managers, candidates and recruiting team.• Champion DEI initiatives by further integrating into the sourcing and hiring process and practices • Provide thought leadership, advisement and coaching to business, finance and human resources leaders on market trends and creative talent acquisition solutions.• Redirected 71% of European hiring to North America due to team capacity and talent availability. Resulted in closing YE gap to goal.• Established data visualization tool to consistently provide results and metrics to business and recruiting leaders.

Global leader over executive, experienced, university recruiting and internal mobility strategy and execution. Direct the efforts of a geographically dispersed team of 20 recruiting directors, managers, recruiters and assistants responsible for hiring over 600 candidates annually. Member of Human Resources Leadership team and primary point of contact on sourcing/recruiting, market trends, legal requirements, interviewing and diversity efforts. Selected Achievements:• Designed, implemented and manage end-to-end global recruitment strategy that delivers a pipeline of qualified candidates at the right time with efficiency.• Developed workforce plan to allow proper planning for assistants and coordinators.• Implemented writing tool that ensures inclusivity and gender neutrality in job descriptions.• Established new processes to further DE&I recruiting initiatives and minimize systemic bias resulting in 17% increase in diverse hires.• Optimized Workday ATS to provide process efficiency and consistency in approach to requisition and candidate management. • Established usage of data and metrics to drive decisions, performance and accountability.• Partner with and influence executives and other stakeholders to ensure business objectives are met.• Lead and manage high level executive searches (CIO, Global Inclusion Leader, Chief Accounting Officer, SVP Corporate Communications).• Oversee the selection and management of external search partners and vendor relationships ensuring the proper mix of in-house and external staffing resources.• Implemented behavioral interviewing techniques (DDI Certified Trainer).

National leader for Early Career and University Relations and Recruiting, On-boarding, Operations and Contract Labor for the Aerospace Systems (AS) Sector. Lead a geographically dispersed team of up to 45 managers, recruiters and recruiting assistants. Member of AS Talent Acquisition Leadership team.Selected Achievements:• Operations lead in the set-up of “Talent Labs” which are designated hiring hubs allowing for an increase of candidate volume and speed of decision making resulting in over 2500 experienced hires in 2017.• Implemented new approach to university hiring resulting in an efficient, scalable, repeatable and transparent process on campus to yield top talent and create a strong brand among targeted student populations.• Hired over 600 new graduate candidates and 850 intern candidates in 2018.• Developed workforce plan to support significant increase in hiring of university talent.• Leader of the contract labor team bringing on over 1000 contractors annually.• Utilize data and metrics to drive decisions, performance and accountability.• Influence executives and other stakeholders to ensure business objectives are met.• Led development of training in recruiting process and compliance for experienced and university recruiters.• Established more robust new employee orientation/on-boarding experience resulting in greater connection with the organization.• Reorganized operations function to better support the TA organization and business.• Train recruiters and hiring managers in behavioral interviewing techniques (DDI Certified Trainer).• AS representative for enterprise-wide implementation of new contract labor procurement tool.

Lead the University and Experienced hire recruiting strategy and execution for the Southern California/Phoenix Market consisting of 5 offices. Direct the efforts of a geographically dispersed team of 12-16 responsible for hiring over 800 professional level candidates. Member of Market HR Leadership team and primary point of contact on sourcing/recruiting, market trends, legal requirements, interviewing and diversity efforts. Selected Achievements:• Increased campus hiring acceptance rate in the market by 5.2% (to 77.5%) while adding 95 hires year over year through the addition of strategically designed and structured relationship teams.• Developed plan to increase direct sourcing for Assurance experienced candidates resulting in 53.0% of hires being direct sourced. This includes increases of 11.3% (2016), 7.5% (2015) and 14.3% (2014) through local and global efforts (Canada, Australia, South Africa, and Singapore).• Increased diversity hiring by 6.3% (to 21.2%) while managing total hiring increase of 26% through targeted efforts on campus and community outreach.• Lead interview process redesign nationally to improve candidate interview experience while more effectively evaluating candidates. Created document now used by 40,000+ people in the US.• Managed candidate interview flow and reduced need of partners and staff by1000 hours during fall campus recruiting.• US Alumni Channel Leader tasked with creation and implementation of robust alumni recruiting process, outreach and website development• Talent Transformation instructor for PwC Leadership Development Experience.• Selected as West Regional Leader for increased efforts in university STEM recruiting.• Own and manage budget for the market• Partner with market human resources in workforce planning process.• Certified as Advanced Facilitator allowing facilitation of large and complex firm events.

Execute the talent acquisition strategy for all office positions and hygiene for a $430 MM dental practice management company with 250 offices in 6 states. Direct the efforts of geographically dispersed team of eleven. Liaise with executive leadership, regional partners, department heads and human resources to formulate and execute targeted recruiting strategy. Selected Achievements:• Restructured talent acquisition function from 2 sourcers to 6 full-cycle Talent Acquisition Managers based regionally.• Develop and maintain on-line recruiting strategy which includes enhanced use of social media, search engine optimization, search engine marketing and complete restructure of company recruiting website resulting in an increase in web traffic of over 400%.• Lead two high profile projects to create and implement pre-hire assessments resulting in 6% decrease in turnover. • Establish recruiting metrics and accountability within the Talent Acquisition function. • Increase direct sourcing from 2% to 7% of total hires.• Manage recruiting budget of $1.2 MM• Created and lead national training on sourcing methodologies and behavior based interviewing

Led the experienced hire recruiting strategy for Tax and Audit service lines for the Pacific Region of KPMG LLP. Manage the efforts of 3 to 6 non-centralized recruiters and coordinators. Ensure compliance with all OFCCP and Affirmative Action requirements for the region Selected Achievements:• Spearheaded the highest performing region in the country for 2008, attaining 93% of goal. • Highest personal productivity of all US Area Leaders at 97% of goal in 2009.• Achieved 136% of personal productivity objective for 2008, becoming the highest individual performer.• Re-authored and standardized nationwide tax job descriptions.• Selected to serve as core committee member in analyzing and redesigning core recruiting metrics. • Identified for leadership and was asked to present at the spring 2009 ERE Conference. • Created and lead national training on sourcing methodologies