• Taking non-technical tasks off founder's shoulders so they can focus on building the next big thing• Serving as Fractional Chief People Officer (CPO), Fractional Chief of Staff, Interim Head of Talent, recruiter, sourcer, coordinator, etc. for various ventures as we build tailored plans to supercharge their growth• Building an advisor network to complement full-time hires at these early-stage companies. If you're interested in joining this advisor network - fill out your information here: https://dhxrzwmqr29.typeform.com/to/ouCRuzBO

• All things post-investment, some things pre-investment• Built and implemented recruiting infrastructure, metrics, data reporting, etc. while also hands-on sourcing and building our Talent Collective database (over 800 candidates added in the first year)• Sourced and built diverse pipeline for all roles within the Chapter One portfolio - both technical and non-technical - ranging from college students/interns through C-suite level executive talent• Built strategic advisor, high-potential, and angel investor network (folks who we could share deal flow with that could strategically co-invest alongside Chapter One in early-stage rounds)• Pioneered “Connections, Counsels, and Content” framework, which provided strategic guidance around how to scale companies• Developed data-driven Recruiting Playbook, a one-stop-shop for founders to optimize their own talent acquisition strategy and leverage our resources and connections (i.e. with legal services or CTOs we have vetted)• Compiled significant work on web3 compensation data; assisted founders with compensation philosophy

OG web3 talent guy𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬• First talent partner hired to support Andreessen Horowitz’s web3/crypto portfolio (from November 2018-October 2021 I was sole talent partner supporting entire web3 portfolio as we went from less than 10 to over 100 companies; from October 2021-May 2022, was hands-on manager of web3 talent team)• Spearheaded the development of a robust web3 Technical Talent network (engineering, product management, and design) via sourcing (added over 2500 passive candidates to pipeline in 3.5 years), referrals, and attending industry events• Counseling portfolio around all-things hiring (exceeded yea. In addition to leveraging my network to connect the portfolio with talented people, I also conduct sourcing/calibration sessions with founders and recruiting teams (i.e. "How to find Solidity developers via X method"), assist with job descriptions, write interview questions, conduct final round interviews with candidates, etc.• Catalyzed portfolio growth via hands-on sourcing and calibration sessions with founders, assisting with writing job descriptions and interview questions, and conducting final round interviews with candidates• Exceeded OKRs for offers and counsels by 168% and 200%• Developed internal pedagogical material around web3/crypto industry and provided continual education via learning sessions to the internal team𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐂𝐫𝐨𝐬𝐬 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬• Filled multiple executive-level positions within the portfolio, including several VP, Engineering, VP/SVP, Product, and Chief People Officer roles• Responsible for eleven offers extended to recruiting talent within the web3 portfoliohired several key roles internally, and sourced deals and wrote diligence on projects that led to investments• Sourced one deal that led to investment; sourced 17 total deals in 2021-22

• Developing blockchain network protocols for the secure exchange of physical goods across various ecosystems (pharma, automotive, wine, etc.).• Leading all functions related to HR, recruiting, culture, and people• Leading recruiting process development, implementing new tools (introduced and migrated old system to Google Hire), developing performance metric plans for current employees, defining company values, leading interview training, debriefs, compensation benchmarking, and strategic sourcing𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Hired a VP of Business Development and a CFO within my first month• Filled Senior Cryptographer role that had been open for ~8 months• Created robust Chief Legal Officer/General Counsel pipeline (one offer extended at the time I left)𝐇𝐑 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Established office in Vancouver by the end of my first official day of work (and staffed office with four engineers in 3.5 months)• Partnered with external law firms to ensure LMIA Visa processing for our new Canadian employees and EB1/O1 Visas for “extraordinary talent” from foreign countries• Developed company handbook along with Director of Operations

• Spearheaded full-cycle recruiting (sourcing, recruiting, and scheduling) for Sales Engineering roles across Central US (Chicago and Austin) as well as all of Canada (Toronto, Montreal, Calgary, Vancouver) on nascent Google Cloud recruiting team (less than 10 recruiters when I joined)𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Quickest start-to-hire in team history. Hired an L6 Technical Solutions Engineer by the end of my sixth week (average time to hire for this role is 18 weeks)• Rescued two stalled Program Manager roles that were open for 5 months by building a pipeline from scratch (sourcing 45 qualified candidates) and securing two hires within 2.5 weeks of being assigned to the requisition (April 2017)• Responsible for 54% of 16-person team's Google Cloud hires in Q2 2017• Responsible for 45% of 13-personteam's hires in Q3 2017 (with more total offer accepts than Q2)• 100% offer extend to offer accept ratio• Achieved over 100% of hiring quota every quarter (with continually increasing targets)• Member of first team in Google’s history to achieve over 130% of yearly quota allotment - hired ahead by 200+ people by the end of 2017𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧:• Appointed as contact for Apigee sales engineering hiring (May 2017 - end)• Handpicked by Google leadership to be one of 10 recruiters across the entire company to share my expertise at the Inaugural Recruiting Bootcamp (February 2018)• Developed impactful training content on resume review and facilitated two workshops on strategic sourcing and innovative talent acquisition approaches

As a "bucket-list-item/something-I-needed-do-before-I-turn-30", I, along with a friend who is a musician in a prominent heavy metal band, put together a metal festival that was held in Reno, NV on August 20th, 2016.This was my first foray into organizing any sort of festival and we (originally) foresaw this being an annual festival akin to a West Coast version of ProgPower USA. My co-founder came up with the name, contracted a graphic designer for materials, secured the venue, equipment, and drafted band contracts. I was responsible for personally funding the festival, contacting various bands, securing hotels in Reno for the bands, day-of-operation tasks (backlines, etc.), and minimal promotion. It was a ton of fun and an absolute financial disaster.

• Staffing roles across the company (engineering, product, sales, etc.) and scaling the team in order to fulfill our mission of lifting the world's spirits for a few moments every day• Spearheaded new role “kick-offs” and led sourcing efforts• Conducted significant work into “talent intelligence” - such as talent mapping/uncovering competitor structures and, surfacing industry news (layoffs, fundraising announcements, acquisition deals)• Championed diversity by building partnerships and implementing DEI initiatives, leading to a 300% increase in pipeline diversityTalent mapping, sourcing, and compiling data to inform team and hiring managers of where to find the best and most relevant talent𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Hired a senior iOS developer in my first two weeks of employment (role had been open for 4 months). Entire process took 8 total days from initial contact to onsite to offer to close• Responsible for creating the Imgur Talent Community - engaging and nurturing potential future stars not currently a fit for open roles through tailored monthly email updates, achieving an 86.7% engagement rate

• Scaling Klarna to become the world's favorite way to buy!• Managing full-cycle passive sourcing and recruiting for senior/lead roles for our flagship product (Klarna Checkout) as well as other roles cross the company including team leads, senior test engineers, product management, and delivery leads𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Our seven person team hired 572 people, including 110 engineers, during my tenure (122% of target)• Solely responsible for staffing all roles within Project Management Organization (filled all 7 roles)• Led executive recruiting for C-level roles𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Delivered “Recruiting and Sourcing Best Practices” talk in Tel Aviv, Israel (October 2015)• Represented Klarna at key conferences in 2015 (NordicJS and Erlang User Conference), along with organizing Klarna’s sponsorship of NordicJS𝐍𝐨𝐭𝐚𝐛𝐥𝐞 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐎𝐩𝐭𝐢𝐦𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:• Responsible for developing metrics tracking and OKRs, interviewing and hiring recruiters for my team, training new colleagues, reviewing people's English/writing job descriptions, speaking broken Swedish, etc.• Implemented tools to evaluate engineering talent more efficiency, such as coding evaluation sites (we used Stypi, Cloud9, and CollabEdit) and optimizing take-home exams alongside the engineering and design teams• Introduced new hiring framework to interviewing, resulting in a 50% reduction in time-to-hire (40 days to 21 days) within three months

• Chat. Call. Share. Talent acquisition for a rapidly-growing messaging platform focused on audio/video chat and simplifying communication• Managing all staffing operations related to recruiting and human resources; including passive sourcing, offer generation/proposals, closing, budgeting, onboarding/offboarding, Visa paperwork, etc• Full-cycle recruiting for engineering, marketing, and business development roles • Hiring some of the best algorithmic programmers in the world - sourcing done primarily through parsing TopCoder/CodeForces results as well as adding participants and medalists from IOI, IMO, and ACM-ICPC to our team • Company-size doubled during my tenure (no hires for 18 months prior to my arriving)• Creating and maintaining recruiting metrics, analytics, strategy, and forecasting

• Connecting the world through play!• Full-cycle recruiting for top engineering talent according to our ‘Universal Hiring’ model via LinkedIn, GitHub, StackOverflow, Facebook, Quora, Boolean Searches, etc.• Primarily focused on hiring experienced mobile leaders – principal and architect level iOS and Android developers (individual contributors) for our gaming studios as well as director/senior director-level leadership.• Engineering hiring for both San Francisco and external studios (chiefly New York/OMGPop studio [May 2012-September 2012] and Seattle [January 2013-June 2013])• Staffing for Global Foundations Services/Production Infrastructure team (June 2013-October 2013) -- staffed Director of Site Reliability, Application Security, Incident Response, Operations Engineering, Systems Administration, Data Center Operations Director, and Physical Security Manager roles.

• Nationwide full cycle technical recruiting/business development with top-tier software companies• Sourced and closed for both technical and non-technical leadership positions • Carried requisition load of 50+ active jobs between four geographies (San Francisco/Silicon Valley, upstate New York, New York City and Boston)• Sourcing of passive candidates via Google/Boolean searches, LinkedIn, social media sites, etc.; making as many as 150 cold calls per day• Placed talent at companies such as Palantir, Asana, OKCupid, LuxDelux, Optimizely, TeeSpring, SugarCRM, Box, Blackboard, etc.

• Head assistant coach for women’s hurdles and field events; develop training regimen and workouts (school records broken in every event I coached :-)• Director of Recruiting; responsible for all tasks related thereto including creating recruiting questionnaires, creating mailers, ensuring recruits were NCAA Division I academically eligible for official visits, setting up said visits, etc.• Manage all administrative and NCAA Division I compliance tasks• http://www.pepperdinesports.com/sports/c-track/mtt/clayman_greg00.html

• Wrote, proofed, and edited articles (typically sports-related)• Fifty by-lines in fourteen week span; samples available upon request