• Reporting to the Chief People Officer, own the candidate experience lifecycle by leading and directing the strategic recruitment, selection, hiring, onboarding and training of all full-time, part-time, seasonal and event staff, which ranges from ~300 regular full-time staff and ~1,200 seasonal and part-time and event staff• Implemented UKG/Ultimate Software’s UltiPro ATS and Onboarding solutions, along with Beamery for talent pipelining, ZoomInfo, LinkedIn Recruiter, and Entelo for candidate sourcing• Led the overhaul of the Internship Program with a complete make-over to include: titling, compensation, requirements, duration, and educational partnerships, which now include several HBCUs and alumni partnerships• Reviewed, developed and implemented talent acquisition process changes to include: overhaul of formal job descriptions, candidate submission data, ATS and EEOC compliance, pre- and post- candidate outreach, pre-employment screenings, interview process and timelines, requisition and offer approval processes, DE&I recruitment and tracking• Revamped entire new hire onboarding experience from application through 90-day follow-up, employee development plans and learning journeys• Rolled out PI (Predictive Index) training and development for all employees, candidates and the Executive team• Managed the creation and oversight of the Learning and Development department; defined the vision, created the strategy and objectives while implementing first of its kind learning opportunities across the entire organization• Led the creation and roll-out of formal learning paths, 360's, and overhaul of our formal QCI (Quarterly Check-In) processes allowing every employee to engage in formal learning pathways, career development and growth.• Managed the creation and oversight of the L&D department; defined the vision, created the strategy and objectives while implementing first of its kind learning opportunities across the entire organization

LSQ is the sister company of Viewpost and one of the nation's leaders of invoice financing and supply chain partners for the SMB market. Our HR, Finance and IT business units were a shared resource for both LSQ and Viewpost until 2015. • Hired to stabilize internal recruitment team consisting of two recruiters and two Talent Coordinators• “Player Coach” managing 4 direct reports, 3 indirect reports and recruiting for multiple lines of business to include: Product Development, Product Implementation/Deployment, SW Development, UX/UI, Infrastructure, Security/Cyber Security, Customer Experience/Success, Marketing, Sales, QA, Finance, HR • Over course of first 15 months, responsible for complete review and overhaul of all tools to include ATS, paid subscriptions and various other niche sites and tools• Successfully reviewed, developed and implemented talent acquisition process changes to include: overhaul of formal job descriptions, candidate submission data, ATS and EEOC compliance, pre- and post- candidate outreach, pre-employment screenings, interview process and timelines, requisition and offer approval processes• Developed and conducted quarterly interview training sessions across the entire organization• Rolled out PI (Predictive Index) training and development for all employees, candidates and the Executive team• Managed internal talent pool and cross-functional skills tracking, developing living pipelines for skill sets and roles that are hard to fill or where there is an internal skill gap/lack of succession planning• During two reductions in force, led the facilitation of 100+ employees’ offboarding/departure from the company. This included internal talent evaluation, all internal documentation, paperwork, stock buy-back and individual employee notifications• Post reduction, was the sole recruiter for the organization responsible for opening our San Francisco office

Viewpost is a B2B FinTech start-up that removes the inefficiencies that businesses (B2B) face during the exchange of invoices and payments by connecting people to invoice and payment information through a network of possibilities. Viewpost was a spin-off of their former parent company, LSQ. • Hired to stabilize internal recruitment team while working as a “Player Coach”; managing 4 direct reports, 3 indirect reports and recruiting for multiple lines of business to include all exempt and non-exempt hiring in a company ranging from 130 – 220 employees• Responsible for a complete review of all tools to include ATS, paid subscription sites and various other niche recruiting sites, vendor selection and management, job fairs and the internship program• Successfully reviewed, developed and implemented talent acquisition process changes to include: overhaul of formal job descriptions, candidate submission data, ATS and EEOC compliance, pre- and post- candidate outreach, pre-employment screenings, interview processes and timelines, automation of the requisition and offer approval processes• Rolled out PI (Predictive Index) training and development for all employees, candidates and the Executive team• Manage internal talent pool and cross-functional skills tracking, developing living pipelines for skill sets and roles that are hard to fill or where there is an internal skill gap/lack of succession planning• Led expansion into the Bay area with the opening of the downtown San Francisco office by hiring multiple Product Owners/Managers, UX/UI Designers, CMO and Marketing Manager

• “Player-Coach” managing Talent Acquisition functions for Madden, NCAA Football, NBA Live, Tiger Woods Golf, EA SPORTS Online, Marketing, Core Technologies, Origin and various cross-functional product lines and business units for numerous platforms and consoles.• Managed a team of eight recruiters and two talent coordinators across multiple states and Canada• Managed the hiring and onboarding of more than 600 technical employees and contractors at the local level and 800 employees in Austin, Texas; Redwood Shores, California; and Vancouver, British Columbia• Provided strategic client engagement and leadership via weekly 1:1’s with EA SPORTS executive leadership team to include HRBP, Studio General Managers, Studio General Development Directors, Studio CFO, Technical Directors and their direct reports• Cascaded Talent Acquisition strategies, directives and recruitment initiatives for EA SPORTS across the United States including: internal and external job postings; career fairs and open houses; studio closures; networking events; candidate pipelining; Diversity and Inclusion (D&I) events; Tiburon Open House; and employee referral campaigns• Managed and track all recruitment metrics and data via ATS and HRIS, WorkDay, as part of EA’s Resource Management Organization• Led a cross-functional team across multiple countries and continents focused on Candidate Assessment with focus area on candidate screening and testing; in-studio interview training, evaluation of tools; data storage; interview notes collection and review; and the recruitment process• Represented the Global Talent Acquisition team on the PMO team that was focused on Managing and forecasting all open positions, both RFT and contract, globally, which totaled more than 25,000 annually. The PMO managed the headcount for the United States, Canada, South Korea, Sweden, the UK and Australia studios

• Management of a recruitment team of four Retail Recruiters focused on 5/3's Retail banking, Marketing and Finance lines of business, supporting 170+ branches throughout the state of Florida.• Trained and implemented Targeted Selection/Behavioral Interviewing to the management and executive management staff• Implemented and tracked various recruiting metrics (call-to-submit, time-to-fill, submit-to interview, interview-to-hire, offer-to acceptance, etc.)• Average requisition load of 30 – 35 exempt level, executive and professional positions• Average 6 executive level hires per month for 2010 and 2011• Awarded “Recruiter of the Month” award six of eight months in 2010, out of 63 recruiters• Awarded “Recruiting Manager of the Month” three of five months in 2010, six of eight months in 2011, out of 23 Team Leads

• Started on a 6 month contract in order to open the Orlando Contact Center from the ground up. Intuit closed the Orlando Contact Center and all positions were moved out of state.• Successfully opened the Contact Center on time and within budget, hiring 248 Call Center Agents, 8 Coaches/Managers and Support Staff from September to January• Responsible for all full life-cycle recruiting efforts starting from Business Needs Assessment, Developing the Hiring Plan/Strategy, New Requisition Approval, Marketing/Advertising through Extending Offers and New Hire On-Boarding

• Initially started working on a 6-12 month contract filling in for the HR Generalist and HR Manager.• Responsible for all recruiting efforts starting from New Requisition Approval through offer and relocation of the candidate. Role was eliminated due to a reduction in force• Focused on recruitment for R&D and Manufacturing openings to include, but not limited to: Mechanical Engineers, Electrical Engineers, Optical Engineers and Technicians, Software Engineers, Systems Engineers, Assembly Technicians, QA/QE Engineers, Call Center Representatives, Human Resources, Program Managers and Office/Clerical Staff

• Started on a 3-4 month contract filling in for Recruiter/HR Generalist who was on maternity leave, and was offered to work for the company permanently• Worked directly in the HR department for a banking/mortgage/credit software company• Focused on recruitment of Software Engineers, IT Engineers, Data Analysts, Business Analysts, Loans/Deposits/ATM/Teller Professionals, Implementation Specialists, Sales, Administrative Staff, etc.• Successfully sourced, interviewed and hired over 250 exempt and non-exempt candidates from 2001-2004

• Initiated and maintained strategic business relationships with Fortune 1000 companies in the South Florida area• Managed a team of IT recruiters while mentoring future Accounts Managers• Responsible for the recruitment and management of IT and engineering consultants

Field Survey Engineer - MOS - 82B Survey Engineer• Created construction surveys to determine relative positions of points on the ground to provide data for construction.• Directed survey party while conducting construction surveys• Supervised technical engineering relating to construction surveying, drafting, and testing of construction materials.• Provided staff supervision and principal noncommissioned officer direction-to units engaged in structural building and repair, or provision of water and utilities services