Freelance recruiter focused on finance and accounting roles in Canada and the US. Currently hiring a Tax Associate (2), Tax Managers (2+), Financial Reporting Manager, and Senior Accountants in Toronto & Vancouver.

Recruitment: Filled most business-critical technical and leadership staff positions in Product Managers, Designers, UX, Solutions Architects, SREs, and Software Engineers.Talent Development: Up-leveled new managers and staff by teaching interview best practices and recruiting skills, providing performance feedback, and collaborating with managers to resolve candidate concerns.HR Data Analytics: Optimized hiring process and improved speed of decisions by Implementing data analytics to demonstrate where talent resides, the volume of available candidates, and recalibration needs.Recruitment Branding: Created a recruiting branding project to make the company an employer of choice. Utilized LinkedIn best practices to increase company followers and attract engineers to enroll in Apollo courses. Collaborated with marketing, education colleagues, and LinkedIn rep to improve the corporate LinkedIn page and broaden reach.Tools: Lever, Quip, Slack, Google Workspace, Confluence, Airtable

Recruitment: Successfully filled 13-15 positions each quarter, including external and internal candidates, and hired 30 technical candidates in six months for the Montreal project: front-end and back-end software engineers, data scientists, governance, risk and compliance, privacy, and information security professionals.Tools: Microsoft Office, MS Teams, Zoom, Skype, SuccessFactors

Recruited IT, information security, DevOps, technical publications, software and machine learning engineers, data scientists, and leaders.Recruitment: Exceeded performance goals, hiring 10-12 strategic hires per quarter.Talent Management: Built and executed hiring plans based on technology requirements, team culture, growth goals, compensation requirements, and market conditions.Tools: SmartRecruiters, Google Workplace, Google Docs, Evernote

Strategic Hiring Partner | Supported the North America team and led a project to scale the Montreal team rapidly | Pivoted and led greatest hiring needs across cloud businesses: Concur, Ariba, and FieldglassRecruitment: Successfully filled 13-15 positions each quarter, including a combination of external and internal candidates, and hired 30 technical candidates in six months for the Montreal project: front-end and back-end software engineers, governance, risk and compliance, privacy, and information security professionals including candidates capable of passing US Federal Security Clearance.Talent Development: Shortened and optimized hiring decision-making and ensured great candidate interviews. Led the “Best Tech Interview Workshop” and rolled out recruiter training to deploy the program with individual hiring managers.DEI Best Practices: Confirmed equitable hiring practices using an inclusivity tool to evaluate job descriptions and ensure manager and employee awareness of unconscious bias.Tools: Microsoft Office, MS Teams, Zoom, Fieldglass, SuccessFactors

Recruited IT, information security, DevOps, technical publications, software and machine learning engineers, data scientists, and leaders.Recruitment: Exceeded performance goals, hiring 10-12 strategic hires per quarter.Talent Management: Built and executed hiring plans based on technology requirements, team culture, growth goals, compensation requirements, and market conditions.Interview Process Improvement: Enhanced quality of management interviews, creating custom behavioral interview questions for specific positions aligned to business needs.Community Engagement: Drove security candidates to the company job site through increased Linkedin executive engagement. Influenced Chief Information Security Officer to promote articles on LinkedIn.Tools: Jobvite, MS Office

Technical Recruitment: Sourced and hired IT and Business Operations roles at the individual contributor and director levels.

Recruitment: Consistently hit hiring targets, sourcing software engineers, database analysts, full-stack engineers, release engineers, and engineering leaders.Offshore 3rd Party Sourcing: Grew a large pipeline of qualified candidates by building relationships and implementing an offshore sourcing team. Managed team to ensure search criteria and results were calibrated against shifting priorities.University Recruitment: Supported program scaling, mentored new recruiters, and led interview optimization.Tools: Jobvite, MS Office

Product, Solutions & QA Hiring: Inherited aged, hard-to-fill positions and achieved better and more timely decisions by influencing leaders to review hiring team alignment. Average 12-15 hires per quarter.Hiring Team Change Management: Improved time to hire, turning around behaviors of new or slow-to-hire teams using the SCRUM model to expedite interview feedback and decisions.TA Staff Trainer: Recognized as a go-to person for new recruiter hires, including coaching staff on using the Salesforce Application Tracking System (ATS) and creating onboarding documentation for a better new hire experience.