Periscope Partners specializes in recruitment tailored for high-growth tech companies and start-ups. We are dedicated to delivering exceptional individuals, your most valuable asset. Our focus is helping our clients build GTM teams that are responsible for developing and executing strategies that bring your products and services to market and ensure the ongoing success of your business. This includes all Sales, Marketing, and Customer Success and supporting positions.My own roots are in sales; it's a specialized skill that I am uniquely qualified to understand and evaluate. Most of my career was spent with startups as they approached and successfully completed their IPOs. I understand the dynamics and culture of companies navigating growth. While I have successfully recruited for all sizes and stages, I absolutely love getting it done for companies that are in the scrappy, resourceful, creative growth space.

Convoy is a digital freight network solving problems in the $800B trucking industry. Partnering with the best trucking companies and shippers to move millions of truckloads, rethink freight fundamentals, and design innovative solutions that address supply chain inefficiencies.Joined at Series C. Laid off due to COVID.Led all functions of Talent Acquisition for high growth B2B SaaS startup (300 to 1000+ employees in 18 months) Built an org of ~30 with three direct reports (Recruiting Managers + Senior Recruiting Managers) supporting Engineering, Data Science Product, Finance, Revenue, Ops, Growth & PM, and Marketing.Implemented the building blocks to move the function from ‘Recruiting’ to Talent Acquisition which includes Recruiting, Recruiting Operations, Recruiting Programs, Employer Branding and DiversityBuilt Manager in Training program, diversity focused recruiting program and executive recruiting functionImproved workflows and processes, defining Convoy's first Recruiting Operations + Enablement function (process, compliance, dashboards, programs including internal mobility & employee referrals, etc)Managed $1.2M OpEx budget ranging from tools, vendor contracts, travel, morale, sourcing Owned recruitment strategy and headcount planning for all functions Identified and implemented best practices to better attract talent, improve recruitment process, candidate experience and new hire onboarding Worked closely with cross functional teams including HR, Total Rewards, Finance, and Legal Responsible for Employer Branding and Talent Attraction initiatives

Avalara makes sales tax less taxing. We are the leading Software-as-a-Service transactional tax solution for businesses. We make complex problems like tax simple for companies in every industry.Joined at Series C. Continued through 2018 IPO.As Director of Talent Acquisition I was responsible for all aspects of the talent function including leading and managing a team, employment branding, interview training, competitive analysis, implementation of recruitment metrics, talent pipeline development, sourcing, screening, and candidate experience.Joined Avavlara when TA was a team of one. Built the recruiting function from the ground up. Starting as a player/coach capacity with the first order of business being to scale the rapidly growing sales team. Worked directly with the CRO to hire 25 Account Execs and 4 Directors in 10 weeks.Built a lean and scrappy TA function designed to expand and contract as the business needs evolved. Designed a team of exceptionally efficient and high performing specialists supported by an ‘on-call’ pool of talent to address short-term hiring spikes.. With fewer than 10 in my org we grew Avalara by 2100 employees (500%) in less than five years heavily weighted in year one. Accomplished this with zero turnover in the TA function.Transformed function from ‘Recruiting’ to Talent Acquisition which includes Recruiting, Recruiting Operations, Recruiting Programs, Employer Branding and DiversityRedesigned high-volume SDR and ADR hiring strategy decreasing time-to-fill by 60%Led implementation of Jobvite and brought on other tools to improve efficiencies (TargetCW, Sterling, LinkedIn Recruiter) Personally built tool for onboarding, tracking and off-boarding large numbers of contingent staff. Tool was used by TA, HR, IT and security.

zulily is a retailer obsessed with bringing moms special finds every day–all at incredible prices and one of the fastest growing e-commerce companies ever.Joined at Series C. Stayed beyond 2013 IPO.*Developed and led full-cycle recruiting and sourcing efforts for a high-growth startup. *Scaled workforce 350% over 18 months, from 300 to 1000 permanent employees. *Hired & mentored team of ~30 recruiters, sourcers and coordinators.Strategic Growth & Resource Management – Continually worked with organization leaders towards a rolling forecast in a dynamically changing and hard-to-predict environment. Managed a flexible team that pivots to meet the business needs while remaining agile in a high growth mode with ever changing requirements.Vendor & Employer Brand – Managed temporary worker and payroll vendors ensuring integrated relationships as well as best ROI for terms and types of workers. Responsible for LinkedIn Recruiter reporting and ROI, GlassDoor partnership as well as participating in the career site redesign project with marketing and technology.Metrics & Program Management - Maintained metrics using information to continually adjust sourcing strategies and ensure standards and consistency in our process. Worked on process flows and changes as well as implementation of new Applicant Tracking System. Recruiting – Recruited directly for senior level roles and ensured the team provided a full cycle process including research, sourcing, screening, interviews, driving candidate evaluation process through decision and offers. Instituted differing programs such as interview days, community and college relationships for all levels of positions.

Acquisition – Tenure began with aQuantive which became Microsoft’s largest acquisition in 2008. Worked in close partnership with Microsoft’s HR and Leadership team to integrate aQuantive employees into Microsoft’s salary bands and job title taxonomy.Headcount Planning – Worked with the business unit against the annual and quarterly forecasts for headcount that aligned with the sales goals and headcount for the year. Recruiting Strategy Development – Worked with the General Manager and Hiring Managers to determine the primary requirements for the role. Programs – Worked to implement new applicant tracking system (E-Recruiting) and trained team of 40+ recruiters on it's use and implementation.Recruiting – Conducted full cycle recruiting including sourcing, screening and facilitation through to offer consistently exceeding monthly targets. Nationwide hires included positions in Sales, Creative, Finance, Project Management, Analytics, Technology, Strategy, Business Intelligence, and Executive. Closing and Negotiating – Provided coaching and mentoring to hiring managers and developed excellent close and pitch Q&A material for myself as well as the interview teams and hiring managers to ensure we were selling throughout the process and pre-closed for an exceedingly high close rate. Compliance – Maintained 100% OFCCP compliance.Achievements, Awards and Recognition:Earned “Exceeds Expectations” rating for two consecutive years and was ranked in top 20% of performers in the HR organization.Consistently exceeded hiring goal of 5 hires per month hiring as many as 30 candidates per month.OneHR Award for successful efforts integrating aQuantive acquired Recruiters and Managers.OneHR Award for “Next Generation Staffing” implementationAchieved 91% offer/acceptance ratioAchieved 93% survey participation and 88% “Excellent” results in Candidate and Hiring Manager Satisfaction Surveys

Recruiting – Throughout tenure moved from an Account Executive, to Division Director to Recruiting Manager. Regardless of role (Individual Contributor or Manager), maintained a deep understanding of the recruiting processes and practices to ensure understanding and continuous optimization of team activities. Client Relationships – Managed Client Accounts for Creative, Marketing, Tech, Sales and Account executive recruiting for a wide range of clients. Achieved a high level of success by maintaining high integrity, continuous communication and rapid action to meet the needs for both temporary and permanent positions. Management – Ran a team of Recruiters and Account Executives teaching closing and assessment skills.Achievements, Awards and Recognition:Won prestigious Presidents Club award an annual award given only to the top 5 producers in the world. Recognized for consistently exceeding personal and team revenue goals.