• Full lifecycle recruiting recruiting for engineering roles ranging from Engineering Manager, to Lead DevOps, to Senior Backend Engineer. • Conduct initial phone screens to assess candidate qualifications, experience, and culture fit.• Deep understanding of data-driven recruiting strategies to support business growth to continuously optimize hiring processes. • Ability to align recruiting strategies with overall business goals, ensuring top-tier talent acquisition to drive company success. • Drive and facilitate the full interview and offer process with the hiring manager to ensure quality of selection and timeliness of the hire• Provide interview feedback to all candidates and periodically train hiring managers on interview best practices, as well as ensure a positive interview experience.• Collaborate with Leadership and work closely with C-suite executives and hiring managers to understand hiring needs and create customized recruitment strategies.

(Reason for leaving - Fixed term contract to completion)• Full lifecycle recruiting partnered with core engineering to fill Machine Learning and Program Manager roles.• Sourced, screened, negotiated salaries, and closed candidates.• Utilized sourcing tools such as Teamable and Linkedin Recruiter. • Built strong relationships with hiring managers with weekly calls and daily check-ins.• Scheduled debriefs post interviews and negotiated salary with candidates.

(Reason for leaving - Reduction in Force)• Played a critical role in scaling Ro(ku’s growth, within the Finance, Accounting, Revenue team, by providing full-life cycle recruiting (sourcing, identifying, evaluating, and closing), partnering with 20 hiring managers within the organization. • Participated in sourcing blitzes with our DEI team for the open roles to ensure proper DEI representation.• Collaborated and supported Hiring Managers around role definition, pipeline calibration, interview preparedness, and decision making, as well as post-interview debriefs.• Utilized creative sourcing strategies to engage with passive candidates for niche technical roles using HireTual. • Conducted thorough phone screens to evaluate candidates' experience and motivations. • Crafted, and distributed, effective job descriptions to build a compelling pitch for qualified candidates.• Negotiated complex offers to close candidates with competing offers for top technical talent and non-technical talent. • Provided exceptional candidate experience while championing Roku’s culture and employment brand.• Cultivated deep relationships with internal and external stakeholders to drive engagement and effectiveness of recruitment efforts needed to acquire next level talent.• An ambassador of Roku’s culture and values and elevate the candidate experience.• Great emotional intelligence, relationship-building skills, and a passion for pushing things forward.

(Reason for leaving - Fixed term contract to completion)• Full lifecycle recruiting work in a fast-paced environment and acted as a consultant throughout the hiring process. • Partnered with 2 organizations recruiting various technical roles. • Worked closely with HRBPs, Finance, and Compensation through offer stage to ensure offer meets competitive market demands.• Met weekly with hiring managers to discuss role, strategic planning with respect to sourcing, and resume review as well as post-interview debriefs. • Negotiated offers and successfully close candidates, at all levels.• Recruited a diverse pipeline of technical candidates using creative sourcing channels, as well as partnership with DEI sourcers to ensure proper representation. • Maintained a weekly tracker, and ATP, to help stay organized in a very busy environment.

(Reason for leaving - requisitions froze)• Full lifecycle, end-to-end recruiting, including sourcing for passive candidates, supporting the Wayfinder project that is responsible for creating software for autonomous aircrafts.• Managed 10 evergreen (ongoing) requisitions for roles such as Sr. Deep Learning, Simulation, Systems Engineer, Product Architect and Infrastructure roles.• Utilized LinkedIn Recruiter and HireTual for passive outreach, including DEI candidates for open positions.• Partnered closely with the hiring managers to discuss their roles with weekly meetings.• Organized, and facilitated, post-interview debriefs. • Created the internship program, screened and set up interviews, onsites, hired, and eventually managed their payroll using a 3rd party vendor. • Collaborated with my team to come up with compensation guidelines for competitive offers.• Strong interpersonal skills and strive to have incredible candidate experience every time.

(Reason for leaving - global requisition freeze; contract ended) • Full lifecycle recruiter supporting Autonomous Vehicle division within NVIDIA, consistently hiring a minimum of 4-5 Engineers/month.• Owned and drove 45+ requisitions at any given time.• Built and managed collaborative partnerships with the hiring managers, weekly meetings to review hiring priorities, key candidates in process, as well as innovative approaches to sourcing.• Built a pipeline to identify, attract, and present exceptional candidates ranging from Director level to Software Security experts, Systems Software, Functional Safety Engineers, as well as QA Engineers, • Built strong relationships with candidates, negotiating complex offers in a competitive market, and ensured a great candidate experience.• Worked closely with Compensation Leaders and HRBPs to present competitive offers, as well as Legal and Immigration team.• Utilized Workday as the ATS

(Reason for leaving - fixed term contract to completion)• Sr. Recruiter responsible for hiring in Palo Alto, Phoenix, Tempe, and Ft. Lauderdale within American Express Technologies (AET).• An advocate for both the candidate and internal client, establishing regular touch points and diligent follow through with interview feedback from both sides. • Supported over 50 requisitions that range from Director of Engineering to Junior Engineer. • Project managed all aspects involved in the full-lifecycle recruiting process through close collaboration with the recruiting coordinators and sourcing teams. • Position skillsets included various levels of experience in Java (Core Java, Front-End, Full Stack, Back-End), Big Data (Hadoop), Testing (automated, manual), UI/UX, Mobile Engineering (Android/iOS), Pega (Business Process Management tool), InfoSec/Encryption (Cryptography and Information Security), SFDC, BI, etc. • Collaborated with Technical Directors in a consultative manner to create attainable recruiting/sourcing strategies, write job descriptions, improve interview process, and identify meetups/user groups. • Attended conferences aimed at Women in Technology to help improve diversity hire metrics within the organization. • Was the team lead for a DEI career event held in NY. • Worked closely with the compensation team to ensure fair wages for existing employees seeking promotions and internal transfers, as well as net new hires. • Partnered with the Immigration Team for non-US Citizen Employees. • Used Taleo ATS, LinkedIn Recruiter for sourcing, amongst other sourcing tools.

(Reason for leaving - fixed term contract to completion)• Full life-cycle recruiting – source passive and active candidates, screen, negotiate offers, and close. • Requisitions included Cloud Engineers, Mobile (iOS and Android), Server Engineers, Software Development Engineers, Visual Designers, QA/Release Engineers • Successfully hired 15 full-time employees within first 3 months • Worked with local, and remote, hiring managers to set up priorities within the requisition list and fill positions in a timely manner. • Sourcing methodologies include Boolean search, LinkedIn Recruiter, and Jobvite candidates.

(Reason for leaving - reduction in force)• Worked directly with the VP of Engineering and Chief of Staff to strategically track all progress, as well as align with the hiring manager to understand job requirements, as well as resume review. • Wrote detailed offer packets to submit to Hiring and Executive Committee (interview feedback, job description, resume, compensation proposal/justification, role justification and candidate justification) • Facilitated interview process with hiring managers – including a post-interview debrief with the interview panel.• Transfered international and domestic internal candidates.• Partnered with HRBP to track appropriate priorities for the Business Unit.

(Reason for leaving - Fixed term contract to completion)• Full life-cycle recruiting - source, screen, interview candidates, and set up for interviews with the hiring managers, as well as extend offers and close candidates. • Partnered with hiring managers to align priorities, understand job/candidate requirements and set expectations.• Worked closely with HRBPs, Finance, and Compensation through offer stage to ensure offer meets competitive market demands.• Generated qualified candidate pools through creative sourcing technique.• Ongoing research of competitive landscape and market insight/trends to remain current and relevant in technology expertise.

(Reason for leaving - fixed term contract to completion)• Lead all recruiting effort for Shazam US operations.• Managed full life-cycle recruiting process for technical and non-technical roles.• Filled all open jobs from Director level to interns: engineering, marketing, product management, sales, operations, UI/UX designers to list a few.• Collaborated with my client groups to understand their hiring needs and goals, as well as come up with a hiring plan and process, including refining job descriptions and putting together an interview panel. • Called, screened, and qualified candidates and assist them through the recruitment process. • Used LinkedIn Recruiter, Twitter, Github, Stack Overflow, Boolean, as well as other creative ways to source top passive candidates. • Generated flow from interested candidates by posting positions on our corporate website, and LinkedIn Recruiter, Twitter, Bullhorn Reach. • Facilitated interviews and hiring discussions with interviewers and hiring managers• Drove offer process—includes extend offers, close candidates and generate offer letters, as well as check references. • Maintained weekly reports and deliver metrics to VP of HR. • Advocated for both clients and candidates throughout the hiring process, and establish regular touch points and diligent follow through.

(Reason for leaving - fixed term contract to completion)• Identified top technical talent for Zynga’s Universal Hiring model to present to the hiring teams.• Qualified engineers from Junior Software Engineers to Sr. Directors.• Conducted all pre-screen interviews to prospective candidates make sure they were qualified and interested in confidential positions within Zynga Engineering• Sourced via LinkedIn, as well as other channels, including Twitter.• Developed a passive candidate pipeline, many through candidate referrals, networking, and recruiting events.• Worked closely with hiring teams to discuss top candidates via round table discussions.• Created offer proposals and closed candidates.

(Reason for leaving - fixed term contract to completion)• Recruited for Desk.com (a Salesforce.com Company) to hire for all positions: Ruby Engineers, Infrastructure Systems Engineers, UI/UX Engineers, Tech Support Engineers, Q/A Engineers, Email Marketing Managers, Customer Wow Engineers, Inside Sales Representative. • Managed the entire recruiting process: sourced, identified, qualified, and screened candidates; as well as extended offers and reference checks. • Built strong relationships with the hiring managers; reviewed job descriptions and developed recruiting strategies. • Managed the scheduling for all interviews between candidates and hiring managers. • Worked with internal Finance Business Manager and Compensation teams to determine offers and ensure they are competitive. • Developed and carried out sourcing plans to find talent through various channels-Social Media (LinkedIn, Facebook, Twitter). • Developed a passive candidate pipeline though referrals, networking, cold calling. • Worked within the different internal Salesforce.com teams to share candidates

(Reason for leaving - fixed term contract to completion)• Recruited/sourced passive candidates for complex positions within multiple organizations at Google.• Aided several regions, including North America, EMEA, UK, South America, Africa, and APAC.• Targeted Executive Level candidates with niche expertise in dark fiber, network infrastructure, collocation, content distribution, transport, power management and site selection, IPv6, among others.• Cold called and sourced passive candidates via networking, referrals, LinkedIn Recruiter, and Boolean search strings to generate interest in Google.• Conducted all pre-screen interviews to prospective candidates make sure they were qualified and interested in confidential positions within Network Operations.• Partnered with hiring managers to develop, implement, and manage tactical sourcing strategies for technical positions. • Strategized different ways to source for new candidates: worked within the group and organized call blitzes focusing on specific jobs to yield 10-12 new candidates per blitz.• Recruited candidates from Google IPv6 2010 conference—recruited top talent from the attendees list in consideration for the position.