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● Spearheaded the development and implementation of comprehensive recruiting strategies, adeptly managing the full cycle of talent acquisition for Engineering and IT roles within dynamic, fast-paced startup environments.● Demonstrated versatility in the tech startup realm, effectively filling key positions such as Software Engineering Manager, Engineering Director, Software Engineer, Data Scientist, and IT Support, contributing to the foundational team structure of emerging businesses.● Successfully navigated the complexities of the health tech sector, securing high-caliber professionals for diverse roles, including Medical Director, Practice Manager Primary Care, Licensed Physical Therapists, and Licensed Mental Health Therapists, through tailored recruitment approaches.● Collaborated closely with client leadership teams to formulate and execute both short-term and long-term talent nurturing strategies, significantly enhancing the recruitment of elite candidates for pivotalleadership roles.● Designed and executed employer branding initiatives that highlighted organizational culture and values. Built targeted campaigns to attract and engage top-tier talent, leveraging social media, SEM, and email marketing to reach the right audiences.

- Spearheaded a Technical Education initiative to elevate the technical acumen of the leadership recruiting team. Lead research and oversaw presentations on topics such as Programming Languages 101, Machine Learning, Artificial Intelligence, Data Structures, and APIs. Currently expanding this program to the wider recruiting organization and other internal audiences.- Conducted in-depth talent mapping research to identify critical talent gaps and develop a targeted strategy for future hiring, resulting in a more efficient and effective recruitment process.- Utilized a competitive analysis to develop innovative strategies to attract top talent from target regions and companies, resulting in successful recruitment of highly sought-after candidates.- Successfully recruited top-tier talent for Software Engineering Leadership positions, utilizing highly selective searches using both internal and external sources, including LinkedIn, GitHub, and other platforms.- Conducted thorough phone interviews to determine company and team fit, providing exceptional white-glove candidate experiences to high-priority leadership candidates throughout the recruitment process.

- Successfully sourced highly qualified candidates for SDE, Sr. SDE, and Principal SDE roles at Microsoft, executing both internal and external searches. My highly targeted searches of the internal recruiting system identified candidates who had been overlooked by other recruiters, while my use of LinkedIn and GitHub helped to target diverse candidates for open roles.- Conducted thorough initial phone interviews with candidates to determine fit and worked closely with candidates throughout the interview process, providing a seamless and positive candidate experience that was reflective of our commitment to diversity and inclusion.- Developed and executed effective sourcing strategies to meet hiring goals and tailored those strategies to different locations as needed, ensuring that our recruitment efforts were successful in every market.- Successfully hired diverse talent for open positions, resulting in a more diverse and inclusive team. Utilized innovative sourcing strategies and targeted outreach to underrepresented communities to attract and retain top talent from a wide range of backgrounds.

- Own diversity talent attraction for the eCommerce Foundation Team at Amazon. Identify diversity recruiting priorities, design and lead recruiting strategies, and analyze historical and real time data to track progress- Manage candidate outreach program to build relationships with candidates in key locations across the U.S. and Canada. - Promote Amazon and the eCF team's commitment to diversity and inclusion by planning and leading diversity recruiting events, conferences, and networking opportunities.- Regularly present program objectives and hiring data to leadership to ensure transparency and alignment. - Provide ongoing evaluations on recruiting processes to identify areas of opportunity, then design and implement solutions.

- Designed and launched Explore Program to develop early career talent pipeline for T-Mobile. Partnered cross functionally with Technology leadership. - Developed strategies to better align the internship program with long-term business needs, improve diversity hiring, and improve intern retention. - Key partner in overhaul of recruiting strategy for all campus programs in partnership with HR Leadership. Owned radical redesign of recruiting strategy and interview process in 2017 and drove the execution of those changes.- Key team member involved in planning and launching Leaders to Executives MBA Rotational Program in 2014. Partnered closely with leadership up to C-Level to develop recruiting strategy for this program.

• Sourced qualified candidates for technical and non-technical roles on the Worldwide Operations team. Utilized numerous sources including Amazon’s internal ATS, Social Networking Sites, and other online resume databases.• Conducted meetings with hiring managers to develop deep understanding of their needs and kept them updated on the status of their open positions. • Conducted initial phone interviews with candidates to determine fit for a variety of roles both technical and non-technical and worked with candidates through the interview process to provide a seamless and positive candidate experience. • Tracked data and compiled reports for internal recruiting use and for use by hiring managers.• Focused on filling niche and hard to fill positions primarily for the transportation and logistics team and sourcing high performance candidates for the Retail Hardlines team.

• Conducted technical phone interviews for national and international candidates seeking Software Development Engineer, Software Development Engineer in Test, and Program Manager positions.• Assessed candidates in four core competencies: Technical Aptitude, Communication Skills, Customer Focus, and Passion for Technology.• Developed interview techniques that are adaptable for candidates from diverse cultures including North America, Latin America, Europe, the Middle East, and Asia.• Responsible for determining if candidates should be flown back to Redmond for on campus interviews and assisted in routing them to the appropriate team(s) and position(s).• Cultivated positive relationships with candidates and worked to generate enthusiasm for Microsoft in order to reduce onsite interview declines and improve offer acceptance ratios.

• Responsible for coordinating on-site interviews for leadership, industry, and college level engineering candidates. Acted as the primary liaison between Google candidates, recruiters, and engineers to help the hiring process run efficiently and effectively.• Responsible for drafting and presenting offer letters to candidates. Also in charge of tracking the status of offer letters through until the candidates’ start dates and ensuring that they have been properly submitted to the HR department for processing.• As a member of the leadership recruiting team for Seattle and Kirkland, I interacted with the most high profile candidates and work internally with Google Executives.• Coordinated over 550 on-site interviews in Seattle and Kirkland and I have been responsible for drafting and overseeing 100+ offer letters.• Spearheaded a large project in Seattle and Kirkland distributed offices to compile and update interviewer data to improve utilization of interviewer by our scheduling system.• Solely responsible for handling engineering interview coordination for the Seattle and Kirkland offices and had to work proactively to build close working relationships with the recruiters, engineers, and my colleagues in Mountain View and New York City.

• Conducted technical phone interviews for national and international candidates seeking Software Development Engineer, Software Development Engineer in Test, and Program Manager positions.• Assessed candidates in four core competencies: Technical Aptitude, Communication Skills, Customer Focus, and Passion for Technology.• Developed interview techniques that are adaptable for candidates from diverse cultures including North America, Latin America, Europe, the Middle East, and Asia.• Responsible for determining if candidates should be flown back to Redmond for on campus interviews and assisted in routing them to the appropriate team(s) and position(s).• Cultivated positive relationships with candidates and worked to generate enthusiasm for Microsoft in order to reduce onsite interview declines and improve offer acceptance ratios.

• Coordinated phone and on campus interviews for candidates seeking full time and internship positions in Software, Hardware, Marketing, and Finance.• Created and managed complicated schedules to arrange interviews for up to 400 candidates per month.• Coordinated large on-campus interview and offsite interview events for international schools in Europe, the Middle East, Asia, and Australia. Assisted in the planned and execution of on-campus events at schools such as Harvard, MIT, University of Pennsylvania, and UC Berkeley as part of Microsoft’s candidate generation efforts.• Planned and executed a week long "Technical Consulting Roadshow" event at six schools (NCSU, Appalachian State, Wake Forest, UNC Charlotte, Clemson, and University of Georgia).• Designed and created marketing materials to generate candidates for the Software Development Engineer in Test position. These materials are currently being distributed at hundreds of colleges to thousands of potential candidates.• Reviewed resumes to assist Staffing Consultants in identifying qualified candidates for interview events and phone interviews. Responsible for determining that candidates met eligibility requirements and possessed the necessary technical experience for first round interviews.• Created and maintained detailed complex data tracking spreadsheets. Created and managed SharePoint documents to share this data with recruiting team.

• Worked with candidates, interviewers, and hiring managers to schedule phone and on-site interviews for candidates seeking technical and non-technical positions.• Scheduled and average of 300+ phone interviews and 60+ on-site interview loops per month.• Cultivated a positive interview experience for each candidate by being responsive, accurate, and communicative throughout the interview process.• Developed strong working relationships with recruiters, hiring managers, and interviewers to ensure that each on-site interview loop occurred as scheduled.• Made decisions quickly and independently to solve urgent scheduling issues and ensured that candidates had a great on-site interview experience.• Compiled weekly recruiting activity reports to help the retail team track essential hiring data.