Oversee talent acquisition for key roles ensuring the alignment of candidates with organizational goals.Advise on developing the tech stack by consulting on Applicant Tracking Systems (ATS) and sourcing tools to streamline recruitment processes and improve candidate experience.

Strategized and executed full-cycle recruitment efforts for sales personnel, collaborating closely with hiring managers to identify talent needs and align recruitment strategies with business objectives.Established and managed recruitment and partnership expectations with executive leadership, ensuring clear communication and alignment on hiring priorities and timelines across teams.Worked closely with cross-functional teams to achieve hiring and interviewing goals, streamlining coordination between departments for an efficient recruitment process.Consulted with stakeholders to prioritize business requirements and managed the design, integration, and successful implementation of a new ATS (Greenhouse), optimizing workflows and improving recruitment efficiency.

Built the recruitment strategy from scratch as one of the first hires on the team, establishing comprehensive workforce plans, structured interview processes, and scalable workflows to support the company’s long-term growth and talent acquisition needs.Oversaw the entire recruitment cycle for executive leadership roles, managing compensation negotiations for key positions such as Head of Talent, VP of Customer Success, and Director of FP&A while ensuring alignment with organizational goals.Facilitated focus groups with new hires and hiring managers to map out recruiting goals, analyze gaps in the current processes, and drive continuous improvement initiatives to enhance both candidate experience and operational efficiency.Established and tracked quarterly KPIs that aligned with organizational objectives, collecting and analyzing recruitment data and metrics to continuously optimize hiring processes and maximize the effectiveness of the tech stack usage across the company.Led the project management efforts for Greenhouse ATS implementation, developing application questions, interview structures, and referral processes while integrating critical systems to streamline recruitment operations and ensure future scalability.Collaborated with vendors and cross-functional teams to implement the Candidate.FYI tool, creating candidate portals and platform workflows during beta testing while leveraging feedback from surveys to improve training and recruitment processes.Partnered with Legal and Compliance teams to develop and implement Pay Transparency plans, ensuring alignment with various state regulations while building robust CCPA/GDPR compliance for candidate privacy across all recruiting efforts.Prepared and presented detailed year-end recruitment recaps during company All-Hands meetings, working closely with major stakeholders to refine and execute operational processes as the company scaled and expanded globally.

Led and mentored the talent acquisition team on recruitment best practices, managing one direct report and developing a comprehensive onboarding process for new Talent Acquisition Partners to enhance team effectiveness.Oversaw the full recruitment cycle for G&A teams, including Legal, Finance, Marketing, HR, and IT, while collaborating with the Finance team to ensure alignment with headcounts and hiring budgets for seamless operational execution.Fostered strong global relationships with key corporate functions and leadership across departments, coordinating monthly global meetings to drive alignment on recruitment processes and provide updates on talent acquisition initiatives.Facilitated focus groups with new hires and managers to assess the hiring process, using insights to launch projects aimed at improving recruitment workflows, interview planning, and cross-functional collaboration.Revamped internal mobility and recruitment processes, successfully launching new business procedures to a global audience and driving improvements in talent acquisition and employee movement.Collaborated with Design, Social, and DEI teams on recruitment branding initiatives, including ERG logos, social media campaigns, and career marketing efforts to enhance the company’s talent attraction strategy.Developed and delivered recruitment training on equity, unconscious bias, and LinkedIn usage while also creating video interview training materials to streamline ATS workflows and interview strategies for hiring managers.Built and maintained an established list of agencies and candidate resources that strengthened partnerships with external vendors and improved sourcing efforts across various functions.

Owned and managed the full recruitment cycle for Sales, Marketing, People, Finance, and Legal teams while supporting technical roles as needed, ensuring alignment with department goals and hiring needs.Implemented a new ATS system (Greenhouse), integrated sourcing tools like Top Funnel and HireEZ, and led LinkedIn integration post-merger, training managers and interviewers on hiring workflows and Greenhouse processes.Developed and managed a comprehensive referral program, including payout initiatives, career blitz events, Slack engagement campaigns, and bi-weekly sizzle announcements to drive employee participation and referral success.Established a strategic hiring interview process by collaborating with hiring managers to create role-specific scorecards and revamp job descriptions into a 30-60-90-day format for more structured hiring evaluations.Co-led the Women’s ERG program alongside the VP of People, fostering relationships with established ERGs, organizing workshops and speaker series, and managing quarterly budgets to drive diversity and inclusion efforts.Collaborated with People Partners to align on business needs, analyzing hiring data and creating QBR presentations to evaluate performance and share recruitment insights with leadership teams globally.

Managed the full candidate experience throughout the recruitment process, coordinating scheduling between candidates and interviewers while ensuring clear communication and engagement at every stage.Sourced passive candidates to build robust talent pipelines, achieving a 65% response rate and collaborating with hiring managers to align recruitment strategies with business needs.Oversaw BDR hiring by partnering with managers to build pipelines, review candidate qualifications, and prioritize recruitment efforts, driving a seamless and effective full-cycle hiring process.Collaborated with IT and People Ops to ensure smooth candidate background checks and onboarding processes, facilitating efficient transitions for new hires and aligning onboarding with organizational requirements.