My role was to conduct market research and utilize census data to compare our internal demographics to what was available for hiring in the marketplace. I would use that data to build presentations for talent acquisition leaders and C-level executives to showcase our progress and areas of opportunity. Based on my recommendation and their feedback, I would build talent acquisition programs to focus our intentional sourcing efforts on the most underrepresented groups within Zillow. ▪ Trained over 80 talent acquisition recruiters on sourcing for diversity & underrepresented talent.▪ Created the “Ambassador Program” at Zillow, which brought subject matter experts from all different roles & employee resource groups to attract & hire underrepresented candidates to Zillow at hiring events & interviewing. Onboarded 100+ employees, curated training for diversity events, and made this a highly coveted program for developing internal leaders.▪ Increased Veteran hires by 32.26% - the highest company record of Veteran and Military Spouse hires of all time, earning Zillow the "Military Friendly®" designation award.▪ Strategized & implemented diversity objectives and key results (OKR's and KPI's) for a talent acquisition org of 150+ individuals using data analytics and forecasting models.▪ Overhauled Zillow-wide job postings to be more accurate and inclusive across all departments creating change management initiatives and adoption trainings. ▪ Created a comprehensive "Representation Toolkit" filled with recruiting tools to help recruiters & sourcers hire underrepresented groups throughout the different talent acquisition departments▪ Created multiple full life cycle projects and programs focused on data analysis in order to enhance the recruiting and candidate application experience.▪ Tracked ROI for our diversity event costs & hires made at each event

▪ Co-led hiring for our start-up company within Zillow, hiring 40+ employees for 4 new market expansions across the US. Also focusing on hiring local operational talent for our office in Scottsdale, AZ.▪ Created new candidate retention processes within recruiting by identifying gaps in the candidate experience. Implemented a program creating more clarity & efficiency in the interview process by training recruiters and hiring managers.

▪ Collaborated with CEO on project concepts, performing research to determine cost-effective solutions related to customer relations, employee communications, recruiting, and onboarding; identified software solutions based on business needs to optimize new tools and technologies (improving results while controlling costs).▪ Trained employees on new software and technologies, including the adoption of Slack to streamline staff communications, Calendly to optimize appointment scheduling, and VPN for network security; facilitated $15K in annual savings in the process▪ Improved project management tools and created detailed plan-of-action reports for each assignment; developed project outlines, researched needs, identified price points, and optimized solutions for critical client projects.

• Developed recruiting strategies designed to identify qualified candidates through various recruiting tools

• Developed a research project in a four week period on 12 applicant tracking systems, demoed multiple products, established professional relationships with vendors and compiled data utilizing Excel and PowerPoint to present the information to the HR manager and CFO on which system would best fit Yapstone's recruiting needs.