- Partnered with stakeholders to assess and understand business strategy, candidate requirements as well as develop sourcing and interviewing strategy to target and assess top talent. Businesses supported include Customer Experience, Marketing & Advertising Technologies, Data Ventures and US Omni & Platforms.- Negotiated complex compensation packages and closed candidates, continuously delivered high quality candidates and fulfilled businesses’ recruiting goals.- Utilized data and insights to create a narrative around hiring, diversity and inclusion, and candidate experience.- Was frequently called upon to coach and mentor new joiners and continue to provide guidance in Teams group chats with regard to process/logistics/information.- Co-founded Slack channel with a colleague in Marketing related to hiring/recruiting and regularly advise internal associates who have questions regarding navigating the job search process, including eligibility requirements and other topics. In 2+ months the channel has grown from 200+ to 4000+ members.- Assumed responsibility of recruiting for Marketing & Advertising Technology over the course of 14 months in a fast-paced, high-volume environment, partnering with stakeholders, project managers and coordinators. Traveled to Sunnyvale to facilitate jobseeker introductions to hiring managers during a 2022 recruiting event. Highlights included a total of 25 offers extended in July 2022, with 21 acceptances.- Participated in BEYA (Black Engineer of the Year Awards) in Washington DC, conducting interviews during 2023 career fair and making offers to qualified candidates.- Roles filled include: Software Engineer III, Senior Software Engineer, Staff Software Engineer, Principal Software Engineer, Senior Manager/Software Engineering, Director/Software Engineering, Senior/Staff Technical Program Manager, Senior Product Manager, Senior/Staff/Principal Data Scientist, Data Analyst, Data Engineer, Quality Engineer.

- Performed full desk recruiting for Regular / Long Term Supplemental roles across the firm (North America geography); business supported included Technology, User Experience, CRM, Program Management, Human Resources, Client Support- Led intake calls with hiring managers, reviewed and created job descriptions and planned for future openings- Shortlisted and screened potential candidates, reviewed screening notes with hiring managers and acted as candidate advocate during the process.- Sourced active and passive candidates for open positions as well as to create pipeline for future roles- Handled offer stage with hiring manager and candidate; ensured all requirements were met and cleared- Successfully executed mass conversion project wherein 13 client contractors were hired as direct employees to Kyndryl- Utilized applicant tracking systems (BrassRing) to hire more than 50 technology focused roles {Data Scientists, Software Engineers, Software Architects and Senior level directors} in under a year

Assumed caregiving responsibilities for senior parent

- Drove high-touch full lifecycle recruitment for client groups across Lazard Corporate including Global Infrastructure, Financial Advisory IT, Human Resources IT, Information Security and other non-technical roles. - Advised on and re-engineered existing interview processes, creating a more structured and streamlined approach with greater transparency to internal stakeholders and external candidates. - Centralized resume submission process from recruiting agencies, personally reviewing each candidate and providing feedback to help vendors better target candidate submissions. Maintained continuous KPIs with regard to conversion rates. - Created and personally maintained a historical tracker of approximately 300 submissions in a 4 month period (sources included recruiting agencies, employee referrals and direct applicants); provided weekly granular reporting to senior level stakeholders. - Managed a maximum of 22/23 FTE and CWR requisitions. Responsible for 14 hires over 4 months (3 of which were remote); of the FTE hires made, 50% were employee referrals. - Contributed to a project regarding interviewer skills training tailored for current and future interviewers for Lazard Corporate. - Roles filled included: Senior Security Analyst, VP Program Management, Windows Engineer, Technical Business Analyst, BI Reporting Analyst, MS Dynamics 365 Developer, Senior Network Engineer, PeopleSoft Developer, Senior Infrastructure Project Manager, Director of Core Application Platforms.

Client: Trepp LLC- Designed and executed the recruiting process firmwide in the face of over a 300% increase in open roles from the previous year- Managed hands on full lifecycle recruitment efforts across Technology, Product, Sales & Finance as the sole in-house recruiter for the firmHighlights: - Met with stakeholders to clarify requirements for open positions and held weekly touch points to discuss pipeline status; presented detailed tracking reports to management - Created end-to-end structured candidate workflow processes for open roles - Acted as the POC for external recruiting agencies, consolidating communication and reducing response time and gaps in candidate status updates - Championed the use of Greenhouse; customized the platform, onboarded recruiting agencies and added feedback to individual candidate profiles- Sourced candidates through multiple channels including recruiting agencies, direct sourcing, curated services and employee referrals- Represented Trepp at recruiting industry events; networked and screened attendees for fit against open roles - Introduced and presented a formalized behavioral/competency-based interview training module with a focus on EEOC compliance and D&I awareness which was rolled out to the Technology and Product groupsClient: Essence- Responsible for recruiting for Media Activation roles- Partnered with an offsite sourcing recruiter with regard to prioritization of roles and targeted company mappingClient: AccentureAgility Services Recruitment Specialist- Partnered with the Agility Services Operations team to assist in offer creation, reporting, background checks and onboarding of new hiresFinancial Services Recruitment Specialist - Consulted with senior level stakeholders- Identified required hiring criteria and screened candidates- Monitored and tracked candidate pipeline - Negotiated and extended offers, managing contract generation and start dates

- Led recruiting for D.E. Shaw’s fintech spinoff, after being personally selected by the SVP at its parent company - Performed full lifecycle recruiting including sourcing, screening, negotiating offers, making offer recommendations to senior management, conducting reference checks- Proactively drove a project to create a set of standards and practices regarding the interviewing, hiring and onboarding of contractors; collaborated with colleagues in operations, legal & compliance. The plan was signed off by the CEO in over a month.- Strengthened relationships with senior level stakeholders in Client Delivery and Technology- Built relationships with existing vendors supporting recruitment efforts- Filled critical roles including Vice President of Client Delivery, Corporate Strategy Analyst, Senior Vice President of Onboarding, Technical Relationship Manager, Senior UNIX Engineer, and Site Reliability Engineer- Cost savings to the firm through employee referrals and direct sourcing totaled $216,500- Was actively involved in social media related recruitment efforts (e.g Glassdoor, StackOverflow,LinkedIn)- Helped plan and execute 2016 campus recruitment efforts which included travel to a number of colleges and universities for career fairs and information sessions to increase the visibility of the firm to students

- Proactively drove the hiring process and was instrumental in building out Sapient’s New York User Experience practice; added new team members in the area of Information Architecture, Visual Design, Interactive Development, and Creative Direction - Successfully recruited Software Developers (C#/WPF, Core Java), Program Managers, Senior Business Analysts, and Directors of Technology across different geographies - Partnered with the business to recommend improvements and best practices in the interview process - Represented the company at offsite hiring events to explore creative ways of sourcing talent, and generating increased awareness of Sapient’s employer brand - Collaborated with the Global Markets Institute program to hire Associates on a yearly basis which involved attending campus career fairs, screening resumes and participating in on site final round interviews - Strengthened relationships with sourcing team, providing timely, detailed and constructive feedback on sourced resumes/candidates, through the various stages through to offer and acceptance, and informing them when candidates were no longer in consideration - Ensured that all candidates being interviewed had a positive experience regardless of stage of interview and outcome - Personally communicated feedback to each candidate in delivery phone screen and beyond - Selected to be certified in psychometric profiling through Thomas International (vendor) based on the DISC model; went on to be certified for Trait Emotional Intelligence Questionnaire analysis - Facilitated Attributes interview training for employees in different geographic locations, both face-to-face and via dial-in/WebEx - Mentored fellow recruiters to familiarize them with Sapient’s hiring processes - Presented the overview of the Hiring function at Sapient Start, the new hire orientation program, educating new hires on the interview process, interview training and discussing the employee referral rewards program

Client: Capco - Was primarily responsible for sourcing and screening potential candidates for the Consultant Accelerator Program (CAP), a new initiative designed to provide individuals experienced in financial services the opportunity to undergo a 2 week training program in the fundamentals of management consulting. - Sourced candidates through LinkedIn, Indeed.com and employee referrals; in a 2 week period, reviewed over 300 resumes, conducted 30 minute behavioral based phone screens with 41 applicants, brought in 22 candidates for onsite interviews. This effort resulted in 9 hires for the inaugural intake class.- Additionally, was responsible for recruiting for roles in the Corporate Services group, including: Corporate Technology, Business Development/Sales Support, Legal/Contracts Negotiation and Digital Marketing Content Strategy.- Met with stakeholders, gathered position requirements and consulted on recruiting/sourcing strategy.Client: Ipreo LLC - Responsible for sourcing, screening and vetting candidates for positions in the Technology and the Capital Markets Products teams. Positions included: C# Software Engineer, C# Application Developer, Senior Java Software Engineer, Product Manager, User Experience Information Architect, Mobile Solutions Product Analyst, Systems Analyst. - Consulted with stakeholders to gather position requirements, created/revised job descriptions, posted positions, and generated a pipeline of candidates for the aforementioned roles.- Proposed, planned and was logistically involved in the implementation of interviewing ‘superdays’ to help fill a high volume of Product Analyst positions. - Cost savings to the firm due to positions filled through direct recruiting was approximately $112,000; of those hires, 50% were identified as diversity candidates.

- Provided full life-cycle recruiting across a diverse group of business units across the firm including: Finance (Corporate Tax, Product Tax, SOX Compliance, Business Finance, General Accounting, Shared Services, Accounts Payable, Risk Management), BlackRock Solutions (Portfolio Analytics Group – Automation/Implementation Reporting), Aladdin & Technology (Portfolio Services, Client Systems Group), Business Operations (Client Operations, Aladdin Portfolio Support Group, Fund Administration), Corporate (Corporate Services, Global Security, Internal Audit). - Filled 132 positions through direct sourcing (33%), contingency agency use (12%), employee referrals (10%), networking (13%), contingent worker conversions (11%) and internal mobility (21%) to hire top available talent. 88% of all hires were made through no-fee or low-fee sources. - Cost savings to the firm due to positions filled through direct recruiting was approximately $672,000.00; of those hires directly sourced, 50% were identified as diversity candidates. - Built strategic relationships with hiring managers including advising on recruitment best practices, identifying/scoping recruitment need and developing/implementing effective sourcing strategies. - Sourced, screened, and guided candidates through a successful interviewing and candidate experience - Increased brand awareness by highlighting the company’s mission statement and core values during the process. - Managed vendor relationships with contingency agencies by carefully directing the agencies’ sourcing efforts while firmly and professionally providing external recruiters constructive feedback. - Identified operational efficiencies and made recommendations for process improvement. - Developed and maintained network of contacts to help identify and source qualified candidates, leveraging online recruiting resources and in-house talent management system.

- Performed full desk recruiting for technology and financial services organizations- Personally wrote over 75% of the content and spearheaded data collection and coordinated assembly for the Request for Proposal (RFP) which won Connections inclusion on the Platinum Vendor List for consulting services for a top tier investment bank- Recruited and placed technical professionals at all levels, including Programmer Analysts, QuantitativeProgrammers, Application Development Managers, Business Systems Analysts and Project Managers- Liaised with company line managers (Front/Middle/Back-office Technology) and corporate recruiters to advocate for distinctive candidates