Collibra | Pax Labs | Goody | Koalafi | Collector's Universe | Trade Coffee | Rockerbox | David Energy | Voice | Cardless | Nym Health | Flatiron Health | Thirty Madison | Canopy Health | Imagen | Apogee Research | Orchard | Headway | Vowel | Homeward | Cedar | Chronomics | Gloss Genius | mParticle | Mythical Games | Block Renovation | Nava Benefits | Charlie Health | Nuro.AI | Autotech Ventures | Ribbon Health | Laika | Mockingbird | Rightway Health | MD Ally | Night Ventures | Aesthetic Partners | ImmuneFI | Tenet | Checkout | HelpScout | Overjet | Mendel.AI | Sage | Lithic | Qbio | Relativity Space | Garner Health | Leap | Oula | Ontra | Neuralight | Leapfin | Journey Clinical | The Difference Card | Health Verity | Fuel | Arthur.AI | Dorsia | Clara Analytics | Causaly | Helix | HouseRX | Novo | Moniepoint | HealthVerity | Wisdom | Connext | LearnLux | TargetRWE | AISquared | LiveView Technologies | Ketos | Onsite Dental | Nabla | Radar | Nourish 2023 SS Fun Facts:- Average time to fill - 93 days- 0 searches terminated unsuccessfully- 45 offers acceptedSterling Strand is a multi-industry, role agnostic, search firm. Organizations are transformed by the quality and success of their leaders -- so we believe like all other business decisions we make today, hiring should be a science, not an art. Instead of network based search that relies solely on candidate experience and “vibes," we perform systematic search -- fundamentally mapping and targeting every candidate relevant to your unique need. We design a customized assessment for your team that will ensure a high quality, unbiased, final decision. With our years of deep, in-house expertise, our approach guarantees incredible leadership hires, not just a stack of resumes. www.sterlingstrand.com

Hardest job in the world.

Oversaw all technical hiring across Citadel, covering both Asset Management and Citadel Securities. Advised technical leadership for both Asset Management and Citadel Securities on strategies to hire amazing technical talent. Regularly presented on progress against goals and recommended strategies based on hiring objectives.

Recruited by Flatiron to be first recruiter. Built Recruiting team to almost 30 spanning technical, business, and corporate hiring, campus programs and recruiting operations. Led growth of company from ~30 to 850+ employees in five years.- Contributed to creation of “culture as a competitive moat” by hiring high quality talent at an extremely fast pace (+50% growth YoY) while maintaining extremely low attrition and very strong employee engagement (even post-acquisition). Established prestigious employment brand in NYC market.- Partnered with Co-founder and CTO to create a hiring culture where all employees partake in the hiring process, submit referrals and provide an excellent candidate experience. Established company-wide compliance with structured, competency based interviewing and 48-hour deadline for written feedback submission across all roles (100+ unique positions).- Oversaw creation, roll-out and iteration of all recruiting processes and operational initiatives such as interview training, hiring manager training, hiring decision process, leveling at the point of hire, relocation, ATS configuration, offer process, competency assessments and more. Balanced quality and centralization with fluidity and speed.- Collaborated on setting company-wide DEI goals. Ensured Flatiron attracted a broad and diverse talent pool and avoided potential bias in the interview process.- Personally recruited for nearly every role, with a primary focus on technical, executive, medical (MD), and legal hiring.- Sourced several executive hires such as VP, Quantitative Sciences, Head of Clinical Operations, VP of Finance, Chief Marketing Officer, VP of Information Security and more.- Oversaw creation of recruiting dashboards to understand ATS data such as quality of source, pass rates, time to fill, time in process, effectiveness of interview type, hiring pace and more.

Jane Partners is a cross-industry, boutique search firm based in New York, NY. We differentiate ourselves through high quality, targeted research, understanding and constant re-evaluation of the market, complete candor with clients and candidates, and most importantly, an ability to listen and improve as any search progresses.As Founder and President of Jane Partners (www.janepartners.com), I sourced, managed, and placed candidates at all levels, from entry level analysts/engineers to c-level executives. I specialized in Technology, Strategy, Finance and Legal.

• Researched and mapped the US and international markets for technology, finance and legal positions.• Devised unconventional methods to access passive candidates and increase response rates.• Evaluated candidates’ qualifications and fit via resume review and thorough phone interviews.• Managed client relationships and candidate processes seamlessly; advised hiring managers, internal recruiters and candidates on the supply and demand of the job market.• Attracted new clients via referrals from current clients, candidates, and attending networking events.• Negotiated fee agreements with new clients and compensation offers for senior candidates.- Clients include: top NYC tech startups, early stage startups, VC, private equity, hedge funds, prop trading, law firms, strategy consulting, and ratings agencies.

• Managed logistics throughout candidate lifecycle and served as primary contact for senior-level candidates. Ultimately responsible for ensuring excellent interviewing experience with Bridgewater.• Provided recommendations to hiring managers for candidate decisions.• Created standardized templates for gathering feedback and generating candidate syntheses. Established response times with interviewers and hiring managers, which simplified scheduling and expedited decisions.• Designed a system to analyze interviewer biases and evaluate variability and consistency, which provided insight into the reliability of interviewers’ reads.• Selected to be part of a “Super User” team to evaluate and improve a new Applicant Tracking System. Recognized for outstanding performance on this team after designing and implementing process for collecting feedback through the system and training peers on the best ways to manage candidate pipelines.

▪ Taught two 9th Grade Intermediate English Language classes and one 11th Grade Native English Literature class.▪ Received extremely high satisfaction ratings (90-95%) both semesters.▪ Promoted to lead all three of my teaching groups.▪ Significantly raised the school's average SAT scores by leading an after school tutoring class.▪ Improved curriculum and prepared students for western college education by working with administration to include more advanced literature in high school reading lists.