As an end-to-end space transportation company, Firefly Aerospace is on a mission to enable our world to launch, land, and operate in space – anywhere, anytime.

I help companies meet their fullest potential by introducing the best executive talent (Chief & VP level) for Product Management & Software Engineering roles. My experiences include venture-funded, private equity, and public companies.Clients include Fastly, TubiTV, Fiverr, LevaData, Iteris, CentralSquare Technologies, Zendesk, Root, Versapay, HP, Yassir, Carrier, and many more.

Amherst is a vertically integrated real estate investment and development firmoperating in single-family residential, commercial real estate, and mortgage-backed securities. Our experienced team uses proprietary analytics to spot opportunities, challenge inefficiencies, and craft investment strategies. This includes capital & asset management, acquisition, investor funding, operations (property management, underwriting, closings, etc), and corporate functions. There is also a Commercial Real Estate division focused on underwriting deals.• Proud to lead Talent Acquisition, Early Talent, Talent Programs, Learning & Growth, Performance and Employee Communications within Human Capital.• Working with the executive team to create a culture of learning & curiosity that increases the capability of employees while helping the business teams to meet/exceed their objectives.• Led review of internal HR systems, connections with partner systems in IT & Finance, invited the best HR software providers to pitch to our business needs, and presenting the best solution to the Amherst executive team.• Co-lead for Workday project implementation at Amherst, which included Core HCM, Talent Acquisition, Learning and Performance. Workday was launched in 5 months and arrived under budget.• Supporting affinity initiatives by being the executive sponsor for Women’s History Month at Amherst, which included multiple panel conversations and an external speaker for our employees.

Solarwinds creates tools used by IT professionals around the world to manage their complex environments and respond to threats.• Changing the conversation of Talent at all levels within the organization via acquisition, diversity & inclusion, performance, engagement & succession planning.• Elevating & reconfiguring the Talent Acquisition function to be aligned by business function & impact to revenue.• Lead engagement survey results & responses with the executive team for Americas Sales, Global Sales Engineering, Global Support & Global Marketing. This included reviewing results, leading employee focus groups & All Hands conversations, developing an action plan and then reporting actions back to the CEO & CHRO.• Worked with business leaders on organization effectiveness review and design, and then actioning with peers in Total Rewards, Learning & Development and HR Business Partners to provide a coordinated response.• Coached executives from Director to SVP on effectiveness, employee issues and team performance.• Executive recruiter for Director to GVP levels.

GE Digital puts industrial data to work across automotive, aviation, oil & gas, water, power generation, manufacturing, and pharmaceutical industries by analyzing & streamlining their operational flows via digital transformation.• Hired to build the strategy and acquisition of cutting edge technology that will enable a fantastic candidate experience while helping GE differentiate itself from the competition globally.• Delivered a Voice of the Customer (VOC) survey to 1,000 recruiters globally, which identified the pain points in both process & technology.• Built a three-year technology roadmap and evangelized across leadership in HR, Business Leaders, Finance, and Talent Acquisition; including budget estimations, timeline, integrations among systems, key stakeholders and challenge/opportunity analysis.• Leading technology transformations for GE’s ATS, CRM, On-Boarding and Digital Interviewing globally across 12M external candidates yearly plus 435k employees in 180 countries; all while keeping current systems & processes delivering over 75,000 hires annually.• HR executive sponsor for due diligence review & driving the Talent Acquisition technology integration for Alstom ($13B, 65k person acquisition) and Baker Hughes ($32B, 39k person acquisition). This includes both internal employee & external candidate experience.• Visible & vocal executive presence, including: “Ask Me Anything” & “Yam Jam” sessions, global All Hands presentations, mentoring new hires and presenting at conferences.

Akamai powers, protects, and accelerates companies on the internet.• Centralized the regional theaters into a global talent acquisition team consisting of 9 global leads and a team of 150 (recruiters, sourcers, coordinators, mobility and operations) enabling Akamai to scale from $1B to $5B in revenue by 2020. -Built a scalable recruiting team that hired 30% YOY growth globally (700 incremental employees in 2012, 925 incremental employees in 2013, 1300 incremental employees in 2014).• Developed Akamai’s first consolidated talent metrics packages that enabled the business units to better understand execution to hiring plan.• Partnered with HRBP’s, L&D, Finance and Executives on workforce planning to address hiring priorities and talent gaps on a rolling six quarter view. • Created global TA funding model capability for addressing hiring needs and mitigating talent acquisition gaps for recruiters, tools and on-boarding.• Developed executive talent identification process to increase “Ready Now” availability and reduce pipeline gaps from Senior Director to President level.• Successfully rebuilt University Recruiting program by partnering with the best universities globally and seeking diversity at the early talent level. • Lead HR Business Partner for West Coast R&D centers, including: -Working closely with corporate HR initiatives that were communicated and rolled out locally, as well as providing input on program development. -Establishing a “heat map” for salary disparity and recommending performance-based pay changes to ensure talent was fairly compensated to the market. -On-boarded & coached new executive leaders by leading assimilation sessions with their teams and continually following their progress. -Established a workforce plan for growing talent into and within the West Coast R&D centers, including skills gap analysis for future success and working with L&D, Compensation & TA COE’s to provide a holistic plan for leaders.

AMD processors, graphics, technology, & software give companies the competitive edge – from data center and business computing solutions to gaming.• Lead 8 talent acquisition managers responsible for a team of 130 (recruiters, sourcers, RPO’s and coordinators) supporting all of AMD’s hiring needs globally. -4,258 hires for 2010 (2,000 incremental professional, 1,500 incremental global manufacturing, 250 global intern/new grad) -4,875 hires for 2011 (1,700 incremental professional, 1,000 incremental global manufacturing, 800 global intern/new grad).• Responsible for global strategy and delivery of talent for day-to-day hiring and business strategic initiatives (growth in Greater China & India, Flexible Supply Chain, Go-To-Market, Commercial and new R&D site development).• Focused on centralizing the Talent Acquisition team on globally sustainable processes, tools, metrics and business acumen.• Worked with senior leaders, finance and human resource business partners to develop global workforce plans.• Influence business leaders on available talent pools, acquisition strategies, competitive landscape and lead-time effectiveness for hiring.• Partner with HR Business Partners and Talent Management on succession planning, functional gap analysis, and facilitating “Buy-Build-Borrow” decisions to increase global business capability and leadership succession planning.• Greater China Interim HR Leader, including: -On-boarded new country leader and HR leaders. -Increased the Shanghai R&D site population by 25% YoY. -Opened the Beijing R&D center and increased the executive team depth. -Worked with Compensation COE on changing pay philosophy & mix to stay competitive in the market.