Linden Lab first launched Second Life, the groundbreaking virtual world enjoyed by millions around the globe, which has since gone on to boast nearly two billion user creations and a vibrant $500 million (USD) economy

Vouch4Vets is a Javascript React, Ruby on Rails stack recruiting platform. We partner with organizations looking to scale their diversity recruiting with a fresh approach.We are also building a bridge between Python Development and Transitioning Service Members. We believe it's compatibility and accessibility are a perfect recipe for Military Vets entering the workforce, looking to become engineers and developers.

Tunein is hiring! Please visit Tunein's career page at http://tunein.com/careersdbrennan@tunein.com OR give me a call - 925-237-1221In this role, I'm very happy to help lead our DEIB effort while recruiting for challenging technology and business talent for Data Eng to Sales.

Technical Recruiting Consultant for various SF start-ups.Successful hiring:UX/UI developers and designers.Javascript React developersSREEng ManagersImplement staffing strategies to provide a qualified and diverse candidate pool while partnering with hiring managers to generate sourcing ideas and recruiting targets.Ensuring hiring managers and team preparedness during the interview process. Managing the candidate experience as a candidate advocate. Generating a high volume / high quality pipeline of candidates under very tight timelines.

Minted is a mission-driven design platform, bringing the best in independent design to consumers everywhere, reaching over 40 million homes worldwide.In this wonderful role, I served Engineering / Business Operations / Supply Chain / DevOps / Software Architecture, successfully partnering with: Founder & CEO / VP Eng / Head of Growth & SeveralDirectors. Most importantly, being a great teammate to a fantastic TA / HR team.In one year I sourced and hired 25 amazingly talented people.

For 5 years I led Talent Acquisition for Exponential.LeadershipI hired a global team of 7 to create a productive, data-driven, nimble staffing operation supporting a matrix organization with a footprint in 4 global regions (26 domestic and international locations). We achieved a strong internal pipeline, ensured candidate experience is the best possible and established a compelling employee brand.I established regular, frequent interfacing with 55+ hiring managers, CTO and VP level stakeholders, serving as HRBP, while creating and maintaining a global staffing program, training and methodology.I established rapport with CMO and marketing team, partnering to promote a singularmessage towards actively and passively-looking talent.TechnologyI drove selection and implementation of four global Talent Acquisition Systems (Jobvite /SmartRecruiters / LinkedIn / Gild.com) and integrated them with Workday. Projectsdelivered under budget and ahead of schedule with no additional resources. ExpertiseI personally recruited VP level and rare technology talent. Over 110 hires personallysourced, resulting in savings of $1.5MM in vendor fees and a synced-up recruiting team, all pulling our own weight.I created and implemented a one of a kind employee referral program resulting in a huge boost to employee referrals thus lower cost per hire.

1) Helping the best innovators change the world2) Solving all this "Black-Hole" ridiculousnessAccountable to 13 different hiring managers in and around the googleplex, I achieved momentum and established a high standard of client service while recruiting extremely hard-to-source technology and product talent for product areas including GeoCommerce (Payments/Offers/Wallet/Mobile), Play, Big Data, Cloud, Governance and Chrome.I managed the time and expectations of about 25 different technologists at any given time.

As a true HR Business Enabler, my responsibility is to provide staffing solutions to multiple units across various locations in North America, for headcount strategy, planning and recruiting delivery. Key to the role is scaling our talent acquisition capabilities. Objectives include fully understanding business requirements, working closely with unit heads for that purpose, identifying gaps in resource distribution ahead of the curve, and aligning talent to the goals of the business units.The goal is to find the best talent in North America during a time of explosive growth!

Challenged with developing creative and resourceful methods to attract talent to an average of 85 new opportunities per week. Recruit to national and regional accounts, ensuring top talent reviews, interviews and placement.Pre-qualify / qualify job seekers on technical skill / behavior / cultural fit before submitting to clients.Exceeded aggressive staffing goals.

Initially brought on as a Contract Recruiter, managed all domestic and international recruiting functions including creating innovative staffing models and redesigning complete staffing infrastructures, reporting to the CEO.My responsibilities we to execute, direct and lead all facets of day-to-day technical / G&A recruiting.I recruited APAC Sales team including Managing Director, National / Regional Sales Managers, Director of Member Services along with the US Director of Technology, software developers and designers.Managing the corporate staffing function, I reduced cost of hire by 50% per hire without using ads, agencies or relocation expenses.I developed and managed high-volume recruiting programs, successfully.

As Managing Partner, I was responsible for driving the business development right through Executive Recruitment. Achievements included developing and executing staffing plans with several high growth sales organizations in industries including: Software / SoC / Services.I developed Web marketing strategies, including E-mail, SEM, SEO, Affiliate and Social Networking. I also Created Search Engine Optimization (SEO) strategy to coincide with the launch of multiple staffing plans.• I recruited and converted 30+ niche technologists / G&A talent, per year.• I procured and implemented Predictive Index (scientific predictor of work-related behavior) as anorganizational development tool to assess compatibility of a job seeker to a particular position resulting in greater employee assimilation, development and advancement within the organization.

Joined the organization as Contract Recruiter in the sales and technology groups. With 10 other passionate people in the company, I brought the group together to staff the company to over 100 strong in less than 1 year - without any turnover.Developed and delivered staffing goals / objectives. Implemented retention programs,performance plans, employee relations strategy, hiring strategies, targeted research and employeedevelopment. Managed staff of 3. Reported to the President.

Joined as Technical Recruiter for this mortgage automation software company as the 8th employee. I recruited 50+ Java / C++ engineers over 1 year. We peaked at 175 great people in the group and secured funding from Mayfield and Sequoia Cap. As I converted to a full time team member, I built the recruiting organization from the ground up, on a shoestring budget. Created Job Fair and Campus recruiting strategy including procurement of $50,000+ worth of materials. Reported to the CFO.I Recruited and closed 100+ talented people while managing benefits, immigration and generalHR functions while recruiting 75 contract and full time technologists skilled in Java, Unix, C++, MFC – inside 10 months.I also managed benefits administration and immigration efforts (staff of 3).