--Consistently lead scaled programs impacting hiring and efficiency across GTA and supported business groups. Focused on a data driven planning approach, balancing time-to-hire, D&I, and workload capacity in each decision. --Managed a team of 3-30 Recruiters supporting Americas hiring for a top priority, complex org spanning over 50 disciplines, specific geographies, various pay scales, and a wide range of levels.--Developed deep business acumen to establish VP level inclusive hiring OKR plans, enabling huge growth in headcount and diversity.--Built a business case for team growth and stability, leading to a large (6X) aligned team inclusive of 2 additional TAMs and sourcing.--------------------------------Key Programs:Led GTA planning and execution for a large-scale specialized hiring program which was scoped for 850 hires, in new disciplines, across 8 sites in 8 months. Through partnership development, strong stakeholder management, building process, and implementing a new GTA resourcing model the program successfully hired 97.7% of goal by final turn over date with zero site disruptions. Built and implemented key D&I strategies including training, inclusive debrief conversations, pipeline programs, and market analysis.In my first year of formal people management, scaled in-scope US hiring over 2.7X Offer Accepts from 2021 to 2022.A leader in GTA FY24 External Resource (XR) program excellence. Led development of program structure to foster collaboration and success under tight deadlines (RACI, Communications & Roll out, Reporting). Built tooling, process, and Power BI Reporting to compliantly hire, track, and engage under a new centralized model. Enabled rapid hiring and a scaled effort across TA groups. Distributed 100% of backlogged Engineering TA positions in first week of tool launch. Actively supporting ~1500 positions in a centralized model across all US/Canada Engineering teams + 1GTA pilot programs.

Client aligned strategic recruiting partnership supporting both Azure Security & Cloud Operations and Innovation (Data Center). Built annual business & execution plans derived from detailed data reviews and managed progress and iterations of strategy through Monthly Business Reviews with business leadership team. Pushed for clarity in forecast to build out the business aligned Talent Acquisition resourcing plan and requests. Top performer in key metrics such as offer accepts, diversity, and compliance.

Client aligned strategic recruiting partner for the Azure Security group. Quickly became a data, tooling, and reporting SME across the broader GTA team, leading trainings within the first few months of joining the company. Collaborated across Recruiting and Sourcing functions to build efficiencies and best practices. Consistently increased inclusive representation across the business group by focusing on screening in best practices.

At Attunix, I have built the process to tackle hiring in the competitive technical space. As the only recruiter at Attunix, I have provided leadership in recruiting operations, planning, as well as hands-on recruitment. Day-to-day I manage the full-cycle technical recruiting – from clarifying requirements and sourcing to interviews and negotiations. I put heavy emphasis on partnering closely with hiring managers and creating a excellent candidate experience. My success in this role has come from continued process improvement, understanding hiring needs in a high-tech space, strong internal/external customer service, and the ability to handle high volumes of competing priorities.Being a split role between marketing and recruiting, I work very closely with all cross-functional teams at Attunix. In both capacities I have acted as a project manager and evangelist. Both recruiting and marketing require excellent communications, organization, and ability to position the brand in the best light. Marketing projects help me to deeply understand Attunix projects, which allows me to close candidates with a genuine ‘sell’ of the benefits of working here. Conversely, speaking with candidates through the recruiting cycle allows me to stay up to date on market trends and gives me areas to explore for marketing campaigns.Marketing at Attunix requires a combination of big-picture planning and detailed logistics coordination. I have played an integral part in re-defining the Attunix brand and planning quarterly campaigns. On a more detailed level, I have managed co-sponsored events, our Microsoft competency partnership, social media, and collateral (including practice overviews, case studies, and CTA offers).** Grew company by 50% in the first 6 months and over 100% growth in the first 2 years (31-65 employees)****Brought Attunix into 100% compliance in our Microsoft Gold Cloud Competencies**

Promoted to Senior Staffing Manager in 1.5 years•Consistently rank high in the top quartile based on Gross Margin Billed•Recruiting: Post jobs, source, and interview 25 candidates/recruiting week•Marketing: Build and maintain a book of business which includes over 80 target companies. Focused on developing the brand of OfficeTeam in order to be the first call when staffing needs arise•Desk: Successfully identify, present, and match candidates to temp, and temp-to-hire opportunities CANDIDATE SOURCING MANAGER - Administrative Recruiter (Promoted to Staffing Manager in under a year)Oct 2013-July 2014 •Managed the Microsoft Strategic Account•Sourced, interviewed presented, and onboarded candidates for Microsoft Administrative and Legal roles•Handled contract starts, pay rate markups, extensions, and ends•Manage 30+ contractors – payroll, holiday pay, bonuses, manager reviews, budget•Internal Tools: MicroJ+ (CRM), Leads Portal (Salesforce Interface)

*Completed the maximum 1 year a- contract - Populus Group*•Manage 400-600 candidates from their offer to their start date, including; creating offer letters, processing visas, submitting background checks, ensuring relocation is in place, and tracking declined candidates •Continuously communicate with candidates, recruiters, legal, relocation, and the hiring teams to answer questions and keep every person updated through any changes •Handle any one-off candidate issues related to visas, relocation, personal issues, background checks, etc.•Prioritize in a high data volume environment and quickly problem solve in order to maintain a strong customer focus •Created and maintain the Onboarding OneNote of our team’s processes, training, team meetings, and FAQs•Onboard and train all new members of the Onboarding team •Internal Tools: E-Rec, RecWeb, Candidate Tracker, Headtrax, Truescreen