John Klein Email & Phone Number

Santa Clara, CA, US

People & Operations Lead at an innovative tech start-up. Responsible for strategic staffing strategy, processes, and talent pipeline. Driving operational improvement of the organization to set and achieve goals with a focus on measurable results.

Wilmington, MA, US

San Jose, CA, US

• Managing a highly successful early career global recruiting team that is frequently recognized for excellence in both strategy and execution. Deeply committed to providing opportunities, development, stretch.
• Drove end-to-end Workday Recruiting system implementation replacing IBM Kenexa. Designed the system with focus on automation, focused on multi-functional and global participation stakeholder and change management.
• Conducted in-depth multi-year data analysis of hiring, attrition, and performance trends globally for the whole organization. Insights lead to shifts in hiring strategies. Automated the analysis through reports and.
• Lead a revised and improved headcount planning process for internships and entry-level hiring globally with the executive staff. Received positive feedback from leadership and saw a reduction in time required to plan.
• Globally implemented research-validated process improvements to end-to-end recruiting process to improve inclusion & diversity in the organization.
• Developed process to understand and compare diversity in potential applicant pools with diversity in hiring outcome. Conducted function by function review to understand what programs are most impactful.

San Jose, CA, US

• Developed and implemented an effective headcount planning process while working with the executive leadership team, and improved the position fill rate by 55% within the first two quarters of the fiscal year
• Achieved a strategic change in target schools through conducting an in-dept ROI analysis exploring the relationship between on-campus investment, number of hires, and offer acceptance ratio
• Designed and implemented a recruiting strategy in diversifying talent pools in our new career talent pipeline which significantly increased the percentage of diverse hires into engineering roles
• Drove alignment on new “Quality of Hire” metric which was approved by the executive leadership team and provided insight into the relationship between university, retention, and on the job performance
• Created customized recruiting programs for uniquely challenging skillsets within Technical Sales, Supply Chain Management, IC Design, and Application Engineering.
• Guided and facilitated global university relations programs in India, China, Italy, Turkey, France, and Ireland

San Jose, CA, US

• Drove Maxim’s entry-level/internship university recruiting program, successfully filled 196 positions, an increase of 100% from the previous year
• Led and achieved 62% internship to full time conversion rate, the highest conversion rate in Maxim's history
• Managed full recruiting cycle, from budget and headcount planning with Executives and senior leaders, job requisition creation, organizing career fairs at 15 target universities, to salary negotiation, resulted in a.
• Developed metrics to effectively reflect recruiting efforts and presented strategic opportunities to the CEO-executive team. My recommendations lead to a shift in resources during the next recruiting cycle
• Conducted strategic workforce planning with each executive individually, rolled up the hiring plan to the CEO, used data to influence the decision makers to focus on long term staffing goals
• Drove continuous process improvements in areas such as, training on hiring managers for career fairs, redesigning more impactful recruiting materials by working with marketing team, and building dashboards to automate.

San Jose, CA, US

• Conducted compensation leveling and benchmarking with a strong focus on equity and its distribution.
• Redesigned the exit interview survey with a focus on best practices and corporate goals.
• Edited end of year focal cycle training material to be used by over 8,000 employees and managers as well as produce Workday training material to be used for performance evaluations.
• Conducted external and internal research on new hire screening criteria and found that employee GPA is a poor indicator of future job performance.
• Scrutinized the possibility of using pre-employment testing for screening candidates.

Seodaemun-gu, Seoul, KR

• Demonstrated leadership as the student body president for the Graduate School of International Studies, Yonsei University.
• Lead a team of 30 to improve and create multiple student body programs, such as peer mentoring,academic conferences, and alumni relations.
• Established a writing center for editing student papers, reviewed and edited theses, performed academic research, and completed class related writing on a vast array of subjects.
• Acted as an informal mentor to other graduate students in the program, providing academic assistance and support.
• Lead a team of diverse graduate students that hosted events such as: Orientation, Management Training, Inter-University Sports day, Reception Banquet, Hosted an Academic Conference on the Rise of East Asia, Created.

• Created and managed a unique curriculum and taught English as a second language.
• Created unique and focused lesson plans for individual and group lessons.
• Provided individualized one-on-one tutoring lessons for adults and children.
• Edited many peer written research papers, while also teaching full time.

Master'S Degree, Human Resources Management/Personnel Administration, General

Master'S Degree, International Relations And Affairs, Global Finance And Economy

Bachelor Of Arts (B.A.), Political Science And Government