Providing on-site technical recruiting and retained executive/technical search services as well as consulting for strategic recruiting initiatives.The best time to meet with a recruiter is before you need one. You’ve heard this before. It’s true. Let’s talk. Please contact me directly at lisa@filbertconsulting.com.

As a Sr Technical Recruiter at GoDaddy I focus on sourcing and hiring top technical talent. The most exciting part of my job is connecting technical professionals with exceptional career opportunities that align with career objectives and aspirations. I have worked on exciting projects such as researching and testing new recruiting tools.When I'm not at work you'll find hiking, horseback riding or golfing!Want to learn more about joining our team? Email me at lfilbert@GoDaddy.com or visit careers.GoDaddy.com

I was a Technical Executive Recruiter at Velocity Search Partners (formerly NuWest Search Partners). Prior to joining this incredible team of technical and executive recruiters I was the Founder and Principal Consultant for LMF Consulting and Albright Associates. I was also the former Sr Director of the Strategic Recruiting Team and Technical Community Network in the the Office of the CTO at Microsoft.

Director, Executive Recruiting Team: July 2010 – September 2011Responsible for leading a team (some from Strategic Recruiting Team) of recruiting professionals dedicated to long term strategic recruiting activities designed to build a pool of targeted technical professionals and leaders to meet the anticipated future needs of business groups. Instrumental in developing succession planning for executive talent with focus on diversity and senior (partner level) technical talent for all business groups across Microsoft. Succeeded by dominating several areas of technology and functions of leadership by having identified and building relationships with key talent for a strong external bench.

Sr. Director, Strategic Recruiting Team (SRT) and Technical Community Network (TCN)November 2009 – June 2010Responsible for leading a team of Recruiters and Program Managers dedicated to identifying and attracting industry top 1% partner and executive level technical talent for all business groups at Microsoft. Opportunistic recruiting strategies include competitive intelligence, event management, internal/external technical community and consultation with senior leadership to target specific talent which will “move the dial” on technical development. Also responsible for continuing leadership and management of TCN which is a mature team of functionally diverse professionals dedicated to building the technical community network (culture) internally for all business groups at Microsoft. (merged SRT and TCN in a reorg November 2009)

Sr. Director, Technical Community Network (TCN): September 2006 – November 2009Group Manager, Technical Community Network (TCN): April 2004 – August 2006Hired by the CTO, David Vaskevitch, to build a diverse team which would identify technical culture and build technical community across all business groups at Microsoft. Responsible for aligning senior technical titling (Distinguished Engineers and Technical Fellows) with industry and provide a career path and process for promotion and hiring to these coveted positions, connecting senior technical contributors and leaders with their peers across business groups, development of technical recognition awards and event management, development and production of documentary series “Behind the Code”.

Program Manager/Recruiter, Strategic Recruiting Team (SRT) November 2003 – April 2004In partnership with Sr. Technical Recruiter, Jen VeVea, and General Manager, Gunnar Mein, with executive sponsorship from CTO, David Vaskevitch, built an opportunistic recruiting process for the identification, calibration, relationship development, attraction and hiring of technical luminaries across business groups at Microsoft. Purpose was to opportunistically hire exceptional (top 1%) technical talent across the industry who would pilot technologies for the future direction and success of Microsoft. Responsible for competitive intelligence, sourcing, relationship development, program management and hiring. This was a consultative role designed to advise senior leadership of new technology directions in the industry and infuse “new thinking” into the Microsoft technical culture.

Successful owner of consulting and recruiting services for software and high tech industries in the greater Seattle area. Services included: contingent recruiting, on-site recruiting, retained assignments, staffing management. Primary assignments and contracts were to supplement staffing teams for large organizations when hiring was highly competitive and specialized talent was critical to the success of the organization. Also consulted with several corporations of all sizes that needed to “turn-around” ineffective staffing teams as well as A round start-ups. All clients were on referral basis only and selected for their ability to focus on recruiting exceptional talent. Business was booked solid through the dot com bomb in 2000 – 2003.Partial list of clients for on-site recruiting: Microsoft – 2002 – 2003 and 1994 – 2000; Consera Software (acquired by HP) 2002; Intelligent Results (acquired by First Data) 2001 – 2002; ATT Wireless 2000-2001; Mosaix/Lucent 1997 – 1998; Saros/fFileNet 1994 - 1995