At Stratolaunch, I drive the development and execution of a comprehensive talent acquisition strategy, ensuring alignment with organizational goals and objectives. Partnering with the VP of HR and senior leadership, I lead workforce planning initiatives that leverage data-driven insights to identify talent trends, optimize decision-making, and meet evolving business needs.I lead the Recruiting Team with a strong focus on delivering an exceptional candidate experience, positioning Stratolaunch as an employer of choice within the aerospace industry. Additionally, I collaborate with the Marketing and Communications teams on branding efforts, represent the company at major aerospace and defense trade shows, and actively engage with Kern County economic development organizations to foster strategic relationships.Beyond day-to-day recruiting, I spearhead various initiatives such as university outreach programs, industry recruitment events, and K-12 STEAM expos, building pipelines for future talent and fostering community engagement in aerospace innovation.Stratolaunch serves as a technology accelerator, providing operationally realistic hypersonic testing at Mach 5+. Our reusable, air-launched Talon testbeds offer cost-effective, routine access to the hypersonic environment, delivering crucial flight data that validate system performance and support rapid technology deployment. Together with our partners, we are driving innovations essential to advancing national security.

WindWright, a subsidiary of Stratolaunch, accelerates hypersonic development by improving the capacity and capabilities of ground test facilities using digital engineering environments. Our advanced modeling and simulation, synthesized with ground and flight test data, are integrated into authoritative digital models that advance ground test productivity, accuracy, and repeatability improvements across the full customer development campaign. WindWright’s digital engineering framework also enables efficient test planning, rapid test data review, and deeper analysis of the test results, leading to reduced customer costs and risks.

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I coached and led a team of up to 20 sourcing and technical recruiters spread across Irvine, Los Angeles, New York City, Miami, and remote locations. In a fast-paced, data-driven, and high-volume recruiting environment, I honed the team's headhunting capabilities, particularly for high-level and specialized roles.In 2021, my team successfully onboarded over 1,100 associates, with more than 830 in sales positions. I collaborated closely with ownership and hiring managers to develop tailored sourcing strategies across a wide range of functions, including inside sales, payroll/accounting, mortgage banking, marketing, HR, IT, legal, operations, and executive leadership.Our technical recruiting efforts covered roles such as Technical Writer, Data Engineer, Security Engineer, Project Manager, Full Stack Developer, Quality Assurance Engineer, and IT Support Specialists.

Oversee talent acquisition for Operations, Wholesale, and Corporate roles for Homebridge Financial Services, Homebridge Wholesale and REMN.About Homebridge Financial Services:Homebridge Financial Services, Inc. is one of the nation’s largest privately held, non-bank lenders. Headquartered in Iselin, NJ, Homebridge’s sole business is facilitating and securing home mortgages through its retail, wholesale and correspondent divisions.Founded in 1989 as Real Estate Mortgage Network, Inc., the company became Homebridge in 2014 to offer customers an easier-to-remember name that reflects its simplified approach to home mortgages. More information on Homebridge Financial Services can be found online at www.HomebridgeInc.com.

Operations hires:101 in 201681 in 2015My key responsibilities oversee creating and executing operations staffing plans for HomeBridge and our branches across the United States. My team works diligently with both sales and operations leaders to implement effective growth plans, while bringing the best talent in the industry to HomeBridge.Our Operations Recruiting group is responsible for the full hiring life cycle: *Working with Managers to forecast volume/pipeline/current head-count to justify creating a new operations roles.*Once the positions are approved, work with my team to recruit and conduct initial interviews before sending the candidates to the Hiring Managers.*Negotiate offers and conduct background checks.*Make sure new hires become acclimated with our On-Boarding team.

• B2B inside sales of marketing and visibility packages to home design/renovation professionals across North America• Client relationship focused and consultative approach to build professional presence on Houzz

• Communications research: worked closely with outside consulting firms regarding cultural and behavior assessments CBS brands and various properties, as well as understand new consumer integration • Account Management- provided detailed analysis to help inform and support colleagues in sales, programming, scheduling, marketing, publicity, distribution and finance areas• Supervise, instruct and assist Research Analysts in preparing, researching and writing sales presentations and program performance stories• Worked closely with Vice President and Directors to fulfill requests for special studies and corporate wide sales and programming initiatives • Led a team of analysts designed to integrate cross-functionally and support sales, marketing, finance and consumer insights

• Performed the tracking and analysis of CBS Television content consumption across various media platforms• Assisted in the development of improved methods for forecasting CBS Television content consumption across multiple media platforms

• Preparation of Nielsen ratings, charts, and graphs to all CBS Television Distribution department heads• Tracking individual program data, processing, and editing for network, syndication, and cable divisions