**Position impacted due to reduction in workforce**•Built the Talent Acquisition function from the ground up & hired/managed a team of recruiting professionals supporting a high growth business in a fast-paced environment designed to scale the organization•Lead complex and executive leadership searches across all of areas of the organization•Full life-cycle recruiting - sourced & screened candidates for Finance, Operations, Engineering, and Executive level roles, leading to a 72% increase in candidate pipeline•Presented 117 job offers with an acceptance rate of 89%•Partner with C-Suite & Hiring leaders to develop an inclusive, multi-channel search strategy to attract top tier talent•Mentor, coach and inspire recruiting & hiring teams on talent best practices, career development, and employee retention•Foster diversity recruiting efforts by promoting awareness of company hiring efforts within diverse communities, and effectiveness as an organization•Created internship program and nurtured relationships with universities throughout North America

**Impacted by COVID-19**• Strategically orchestrated and led a recruiting team, spanning key hubs in Los Angeles and Kansas City, fostering a culture of innovation, diversity, and operational excellence while achieving exceptional talent acquisition and retention outcomes• Leveraged talent analytics and established recruitment strategies to help meet corporate objectives, cutting time to fill by 35%• Partner with HR and other business leaders to design, implement, and measure ongoing effectiveness of talent-focused strategies and programs • Operate as a key business partner to senior management on most critical talent searches

• Key member responsible for redesigning recruiting process from the ground up to scale TA function to keep up with hiring demands • Cultivated an in-depth understanding of engineering roles and hiring desires to drive offer acceptance rate of 91% spread between two work sites • Strategic talent partner to Senior Leadership team on transformational talent acquisition strategies• Hired over 70 employees within one year, increasing the employee headcount by 33% across the organization

•Scaled multiple teams within software engineering/technical operations for Ticketmaster.com•Collaborate with hiring managers & internal business partners, to streamline/automate recruitment processes and implement solutions as needed for various groups across North America •Eliminated email recruiting process that was not scalable or an efficient use of hiring manager’s time. Reduced time-to-fill on positions open for over 3 months •Full lifecycle recruiting & sourcing for Engineering, Infrastructure, Mobile, Data Science, Product & PMO talent for Ticketmaster e-commerce platform and mobile apps •Manage a pipeline of 25-30 requisitions comprised of multiple groups across North America

•Collaborate with Business Leaders & internal partners to devise recruitment strategies and specific requirements•Researched talent pools & built pipelines for key Finance and Engineering roles across the organization•Support multiple segments across the enterprise such as Disney Parks & Resorts Online, Disney Interactive, ESPN and Disney ABC Television Group

Sales/recruitment leader with extensive Hardware & Software expertise. What this means is that I'm not going to send you a UI Designer for a Front-End Web Development position.•Manage expectations of hiring managers to define job descriptions, market conditions, salary negotiations and visa immigration status •Expertise within the recruitment of Technical/Functional Consultants (Project & Product owners), Engineers & Web •Source, review resumes and screen candidates from internal corporate database, submitted applicant inbox, job boards and search engines utilizing Boolean search parameters