I help start-ups and smaller organizations build out their People functions. Services include Executive Search, HRIS selection and implementation, executive coaching, HR Process creation, etc.

Examity is a PE-backed, 1000+ person EdTech company providing automated and live proctoring services.As the global People Leader at Examity, I oversaw all talent and people engagement strategies for our team of 1000+. My global team (located in the US and India) was responsible for all People Functions across Examity: Workforce planning, Recruiting, Employee Engagement, Training & Development, Total Rewards, HRIS Implementation, HR Operations, Hybrid workforce management, etc.

Orig3n is VC-backed Life Sciences company focused on regenerative medicine and DNA testing.Reporting to the CEO, I joined Orig3n to help them grow quickly. In addition, I built out their People function: I led processes, designed communications, and developed HR playbooks for people decisions and management throughout the organization.• Grew company by 40% in 1 year.• Implemented Orig3n’s first HRIS- Zenefits.• Left Orig3n due to COVID testing wind-down.

CyberSentry Search was my own boutique Cybersecurity staffing firm. I launched the company in 2017 in strategic partnership with NightDragon Security (led by Dave DeWalt, a cybersecurity veteran and former CEO I worked with at McAfee). It was a specialized talent search firm that focused on both Cybersecurity technology and services leadership – from Executive staff up to CEOs – and technical professionals like Cybersecurity Analysts, Administrators, and CISOs. I primarily worked with early-stage start-ups to help them build out their teams as well as their people functions.

Reporting to the CHRO, I managed Polycom's global TA team of ~20 to successfully hunt world's best talent. In the first year, I transformed an under-performing, over-spending TA organization to an innovative and efficient partner-minded team aligned with Polycom’s strategic goals. Additional success included:Increased accountability by introducing talent acquisition metrics to determine cost-per-hire, agency spend, time-to-fill, and quality of hire. Reduced cost-per-hire by 40% in first 10 months. Transformed Polycom’s employment brand with updated career site, increasing social media presence; improved Glassdoor rating through a targeted review response campaign. Implemented new ATS globally – WorkDay.

Reporting to SVP HR, I oversaw senior level executive recruiting on a global basis. I partnered with the leadership team, defining executive talent gaps and supporting rapidly shifting business demands. I also provided leadership and coaching to global TA team of 40 (direct and dotted line), hiring 2.5K+ annually.Additional success included:Spearheaded development of Global Executive Search division with a mandate to execute effective recruitment initiatives, filling critical Vice President and C-level hiring needs worldwide.Completed key search initiatives, such as Chief Marketing Officer, Chief Technology Officer, EVP & Chief Strategy Officer, etc., for a savings of $1M+ in professional search fees during first year of operation.

Established and built a new in-house talent acquisition organization comprised of 12 talent acquisition partners. Served as a critical business partner to senior executives and managers in the Americas. Leveraged workforce analytics and insights, forecasting talent needs in order to anticipate and plan for future hiring trends. Delivered 700+ hires annually.Transitioned from a costly outsourced recruiting model (RPO), improving recruiting efficiency, consistency, and costs dramatically.Reduced cost through aggressive vendor, budget, and program management, decreasing outsourcing by 60%.Defined and implemented talent acquisition metrics, developing tracking and reporting methods, including a Recruiting Effectiveness Dashboard (RED) to determine cost-per-hire, time-to-fill, quality of hire, etc.Implemented global behavioral-based interview training, equipping management team with the skills to choose best talent possible in order to increase the quality of hire.

Managed recruiting initiatives focused on acquiring specialized talent to meet the resource needs of Cisco’s Services Organization. Led and mentored a team comprised of 3 talent-sourcing professionals and recruiting coordinators. Measured and analyzed performance statistics against standard recruiting metrics. Performed quarterly reviews with hiring managers and implemented digital dashboards to measure all recruitment KPIs, reducing time-to-fill, cost-per-hire, cost-of- vacancy and match relevancy.Spearheaded and launched Cisco Services diversity initiatives, including veterans hiring. Increased diversity hires by 20% within Cisco Services.