•Led companywide initiatives focuses on Embedded/Firmware Software Engineer and Gameplay/Graphics Software Engineer development pages•Worked closely with recruiters to deeply understand requirements of roles within the AR/VR Software Engineer department•Partnered with coordinators and recruiters to manage efficient model of operation, including scheduling interviews, and moving through the interview process •Strategized different ways to build talent pipelines and execute on tactical research, referral generation, and niche sourcing campaigns•Sourced and engaged with candidates using Boolean, LinkedIn, and alternative search techniques•Regularly tracked pipeline activity to share with lead manager and personal development •Innovated diversity sourcing strategy using various tools to help influence hiring managers•Find and engage candidates that specialized in AR/VR products and skills by utilizing ATS: LinkedIn Recruiter, Facebook’s Internal ATS, and SeekOut•Partnered with coordinators and recruiters to manage an efficient model of operation•Strategize different ways to build talent pipelines and execute tactical research, referral generation, and sourcing campaigns•Utilize data for reporting and influencing hiring decisions while maintaining data integrity

•Responsible for managing full life cycle of all areas of technical and professional recruiting including sourcing, selecting, interviewing, evaluating, and closing candidates, for mid to senior-level positions •Primarily focused on recruiting for engineering, products, cloudops, and IT roles •Worked with department heads and hiring managers to help them identify job requirements, create job descriptions, and interview guides, and develop sourcing strategies •Co-founded an employee resource group for Hispanic, Mexican and Latinx employees to assist in fostering a company culture of inclusivity, diversity, and growth •A functional leader for Accruent’s inclusion and diversity council •A committee leader for Fortive’s (parent company) Latinx and friends employee resource group •Work with the applicant tracking system Greenhouse and use it to maintain the recruitment process and keep accurate details on all candidates •Proactively source candidates from a variety of resources including internet job boards, ad-reply, networking, direct sourcing, etc. •Prepare and present quarterly reports to the Research and Development C-team executive and L2 leaders on recruiting and employment activities •Maintain a 94% offer acceptance ratio on 40+ hires for the entire year of 2020 •Established a diversity dashboard to track new hires and current employees on gender and ethnicity •Created a global talent acquisition dashboard of KPIs to assist the team in keeping track of goals •Assisted in creating a diverse candidate of pipeline slate for each open req and increased diverse slates presented to interview teams by 75% for Q4 2020 •Helped mentor and train new team members on the talent acquisition team

• Register/maintain all new hires’ information• Top recruiter in company history to reach a $24K GM for the fiscal months of April- May 2017• First recruiter in company history to be promoted to Recruiter II• Make sure all new hires’ information is correct within ATS database for future internal/external audits• Maintain phones and direct callers to proper personnel• Multitask between answering phones, entering new hire information into the database, and running backgroundchecks/ administering drug tests• Fill in for Branch Manager when away from the branch• Work with ATS to ensure updated employee profiles• Read work instructions to feed client needs for each position• Meet weekly/monthly quotas (individually and as a team)• Maintain quota of 8 or more new hires weekly, maintain the GM (general margin) as set for Recruiter II at $10,000or more• Correct Docusign documents according to I-9 and W-4 specifications for internal/external audit purposes• Train new hires according to KeyStaff training guidelines and outlines• Source and recruit candidates for various positions