Ken Dugan, Cir Email and Phone Number

Responsible for full-cycle recruitment at a Healthcare SaaS start-up, specializing in Security, Automation, Cloud, SRE, DevOps, Go, Python, and Director-level Software Engineer

Specializing in end-to-end recruitment for AI/ML engineering professionals spanning diverse industries and technological frameworks, particularly within venture capital-supported AI startups, B2B ventures, and SaaS enterprises. Uphold a steadfast dedication to talent acquisition and ongoing enhancement. Craft recruitment blueprints tailored to various startup environments. Implement cutting-edge talent cultivation methodologies. Showcase expertise in crafting inclusive recruitment strategies, and possess an extensive grasp of recruitment operations encompassing candidate engagement, systems utilization, tool integration, interview procedures, and recruitment analytics.

Syelo Ventures is revolutionizing the venture space by investing and building startups from the ground up alongside world-class investors like A16z, General Catalyst, Y Combinator, etc. When a startup is funded by Syelo Ventures we at Syelo build them a world-class team.

Responsible for full-cycle recruitment at a Healthcare SaaS start-up, specializing Security, Automation, Cloud, SRE, DevOps, Go, Python, and Director-level Software Engineers using Greenhouse ATS.Average time-to-fill of 49 days for technical positions.Expert in sourcing, with 91% of hires sourced.Create distinctive and engaging messaging, resulting in a 50% responserate from potential candidates.Developed a talent acquisition engineering playbook for a 65-memberteam, which included recruitment standard operating procedures, jobdescriptions, boolean string libraries and recruiting repository.Created an interview guide for candidates, giving them an overview ofthe hiring process and best practices for interviewing.Mentored all new recruitment hires, which included up-training onsourcing best practices and candidate experience.

Managed recruitment for 8 different fast-paced tech SaaS start-ups and VC clients, with expertise in building software engineering teams in the San Francisco/Bay AreaPromoted to manage recruitment efforts for Affirm via contract throughTalentHerder.In charge of the recruitment of Product Managers and Software engineers for one of Affirm's new acquisitions. Was also put in charge of training new hiring managers on recruitment and interview best practices which led to 45 day time to fill stats.

Mentored by former Google/Uber Alumni on best practices in engineeringsourcing and recruitment strategies.Partnered with a wide variety of clients, including senior level businessleaders and seasoned founders targeting diverse candidates includingMachine Learning, Computer Vision, Product Manager, FullStack,Frontend, Backend, Electrical Engineering, and DevOps. Companiesincluding Plato, Merlin (autonomous flight), Hippo, Bain, ToiLabs, andThumbtack.Promoted to manage recruitment efforts for Affirm via contract throughTalentHerder.Managed full-cycle recruitment and sourcing efforts for test engineersand product managers, achieving an average time to fill of approximately45 days for each department.Presented weekly updates, recruitment metrics, and served as a teamlead to train and onboard new hires.Demonstrated expertise in iCIMS and Greenhouse

Full-Cycle Recruiter for TMS Psychiatrists, C-Suite Division President, CEO, CFO, Marketing and Business Development positions for Discovery Behavioral Healthcare Executive Operations.Oversaw Discovery Behavioral Health's talent acquisition strategy. Focused on removing barriers to entry and improved candidate experience. Implemented standardized interview guides to improve quality of hire, and fair hiring practices company wide. Mentored a team of six recruiters to be strategic business partners in a high-volume, fast-paced recruitment environment. Streamlined communication across three lines of business by creating partnerships with Regional Directors within the organization. Oversaw transition and establishment of recruitment functions in all New Acquisition and De Novo expansion projects. Partnered with executive team to improve employer-to-employee branding. Successfully transitioned, launched, and implemented a new applicant tracking system.

Responsibilities Full-Cycle Recruiter for hospital C-Suite Division President, CEO, CFO, Marketing and Business Development positions for Acadia Healthcare Executive Operations. Recruitment territory extends to all of North America.

Responsibilities *Acquire top talent for Healthcare related CFO, Marketing, Business Development and Regional Director level positions for Acadia Healthcare Corporate operations. *Specialize in acquiring outstanding Master’s level Behavioral Healthcare Clinicians, Nurse Supervisors and Clinic Directors for both East and West Coast outpatient operations in 15 states and 48 facilities nationwide. *Train and develop new Acadia Healthcare recruiters with an emphasis on effective sourcing and employee relationship techniques. *Consult on creative talent acquisition strategies at the executive level to provide solutions to all talent acquisition roadblocks. Accomplishments Partnered with Executive Management to design and implement Acadia Healthcare’s first centralized recruitment initiative in effective talent acquisition and human capital strategies. Designed and trained full cycle recruitment onboarding process to Executive Management in over 120 treatment facilities nationwide.Uniquely Engineered Acadia Healthcare’s Applicant Tracking System “iCIMS” to improve overall performance in data management and reporting features while improving user performance for all Hiring Managers, Executive Directors, and Recruiters. Achieve Over 53% response rate on Indeed in sourcing top candidate leads. Speaker at Acadia Healthcare's Annual HR Conference on Best Practices Recruiting Top Talent in 2016. Specialties: Talent Acquisition, Creativity, Innovation, Sourcing, Training, Conflict Resolution

Responsible for maintaining national database of vacant positions and candidate information- Source and screen candidates; cultivate potential candidates for specific requirements through various sourcing activities- Initiate contact with potential qualified candidates for job openings- Represent and promote HCA as the employer of choice to clinical professionals- Discuss with management and supervisors to identify personnel needs, job specifications, job duties, qualifications, and skills - Building and maintaining rapport with professional associations, potential vendors and other outside entities; serve as liaison between hiring managers, HR Business Partners , and candidates- Partners with decision makers and advising managers as to candidate selection and compensation- Managing the offer and pre-employment screening processes- Posts job openings on company-sponsored job boards, internal career site, and other recommended sites as needed- Reviews candidate resumes and applications to ensure candidates meet minimum requirements of job openings.- Conducts candidate phone interviews; submits qualified candidate information to hiring managers- Arranges interviews and obtains hiring manager feedback- Maintains updated candidate status/disposition in applicant tracking system to ensure compliance with company policies as well as federal and state employment lawsAccomplishments - Acchevied over 53% response rate in Indeed inmails.- Interviewed by Indeed on behalf of HCA to share sourcing best practices techniques.