With our new CPO on-boarded; I remain focused on staffing our open positions. And continue to support the companies people objectives.

Leading the Talent Acquisition efforts and temporarily leading the HR function.

As the Senior Staffing Manager, I focused on building a talent acquisition team that could fill diverse positions across all departments (Marketing, Data, Credit Risk, Operations, Finance and Accounting, Product, and Software Engineering) at all levels.The challenge was to scale the hiring to keep pace with business demands. This work has included:* building the recruiting department * upgrading our early principals and training all the interviewers* full cycle recruitment that includes all aspects from sourcing to onboarding* upgrading recruiting operations, including the ATS (now greenhouse) and all recruiting metrics* Supported the HR leader as we changed to a fully remote environment, which included work to improve our compensation philosophy for a fully remote workforce* Initiated our international hiring with employees from Brazil, Canada, the Philippines, and Uganda

In my initial year, as the first HR Person at Possible I established many of the founding HR and TA principles that we still use today. Highlights include:~ Built the recruiting process to staff the company from 15 (when I joined) to 100+ (now)~ Sourced and recruited all the early hires during this time~ Handled all recruiting operations including the purchase and implementation of an ATS (LEVER) and supporting software. ~ Created and presented the interviewer guidelines and philosophy~ Created the “Snapshot” performance review process~ Set up the initial employee benefits and compensation strategy~ Focused on company culture and employee relations~ Identified, leased, and set up a new office for the expected headcount growth. ~ Earned my SHRM Certification

Axon builds enterprise software and hardware to better help our first responders protect and serve their communities across the Globe. Lead the Software Talent Acquisition efforts for the Seattle, Scottsdale, and Vietnam locations.~ Lead the recruiting efforts for the Seattle and Vietnam offices~ Initial recruiting person in Vietnam~ Partnered with leadership to strategize on recruiting efforts~ enhanced the employment brand and grew followers through meetups, social media, and employment fairs~ Filling positions for the software, product design, and dev ops teams~ Exponentially scaling our recruiting efforts through an event and branding strategy across all of our locations ~ Measuring and reporting the team's activities~ Mentoring and guiding team members~ Two-time recipient of our corporate values awards

Worked with the following clients in the aerospace, technical and biotech industries to support their hiring, operations, and employment branding efforts.Greenpoint Technologies, Inc. Jan ‘16 – August ‘16 ~ Created and implemented a sourcing strategy to pull rare talent that they had difficulty securingEMC², (Emerging Technologies Division). August ‘15 – December ‘15 ~Sourced hard to find storage expertsJuno Therapeutics March ’15 – August ’15 ~ Recruited and filled G&A positions Qumulo, Inc November ’14 – March ’15 ~ Led the recruiting operations to implement the companies first ATS and software tools to optimize and scale their recruiting efforts.

Initial Recruiting Leader for the new Groupon Seattle Technical Center. ~ Partnered with leadership in Chicago, Seattle, and Palo Alto to establish a unified recruiting process~ Built the Seattle office from 10 to 225+ Employees~ Created and implemented a recruiting event model to increase the hiring rate for all offices~ Chaired the Bar Raiser committee and drive a culture of quality interviewing throughout the company~ Built and delivered the interview training program~ Established recruiting metrics~ Hired and mentored recruiting staff~ Built the new satellite offices in both Dublin, Ireland and Chennai, India

UX Recruiting Talent Lead Nov ’10 – Jun ‘12Lead an effort to unify the UX departments across all business groups of Microsoft. The work included dealing with corporate executives and the UX leaders of each division to define the hiring bar, create a robust and effective interview process, and generate quality applicants for each of these divisions. ~ Researched the UX staffing difficulties and built a cross-functional and department leadership group to solve the staffing issues across the company~ Trained staffing consultants on the art of sourcing and hiring UX talent~ Leading Microsoft's recruiting presence at premier UX conferences~ Built awareness and drove staffing improvement initiatives across all divisions~ Filled and supported the filling of 100’s of design roles across the different divisions in multiple countriesStaffing Lead, Denmark MDCC Aug ’08 – Oct ‘10MDCC is Microsoft’s largest development center in Europe. It is the home of the European Dynamics (see below) team.~ Worked with leadership to identify staffing issues and created solutions to optimize and scale hiring in this location~ Partnered with Aisec and IEASTE and created a successful college hiring initiative for this location. Later grew this partnership with our other European locations~ Improved interviewing and recruiting processes~ Hired and led the recruiting staff~ Participated in the European hiring council with a focus to improve recruiting across the region~ Implemented an event recruiting model to pull talent from Western and Eastern Europe successfully filling over 50% of our opportunities~ improved our employment brand by working with our communications director and local mediaStaffing Consultant, Microsoft Dynamics May ’05 – Jun ‘08Supported the Microsoft Dynamics Division in Redmond Washington to fill technical-focused opportunities.

Client Lead with focus on supporting our Merchants.com, GRAP Global Retail Application Platform and Manager of the event sourcing team. Originally hired to help fix and implement the 'event staffing model' which became a key strategic advantage to the overall hiring model. Led a small team to create and implement an optimal process which would allow Amazon to pull talent from across North America back to the Seattle HQ in large numbers. After handing off the successful implementation of this project I was asked to take on the above Client Lead, leading the recruiting effort of a small team to fill technical positions for the two above divisions. Filled hundreds of technical positions in this time.

Symantec focuses on internet security for the pc and enterprise. This is the division that started out as Norton and was later merged into Symantec; all the famous utilities from Symantec are created here as well. Symantec required high volume staffing and I filled many positions and several extremely difficult to find people as well.While I loved Symantec and the people I worked with, the SoCal life style was neither for me nor my family so we jumped at the opportunity to go north to Seattle and join with Amazon.com

Consulted with the CEO of Covigna on staffing plans and implementation of these plans on a part time basis (20 hours a week) as well as recruited and built out some process with regards to hiring. Generated a lot of new applicants for this unknown corporation and filled several positions with no to little additional resources.

Started this contract to support the Java development team, unfortunately shortly after starting there was a hiring freeze and this contract was terminated. Great company and enjoyed the people tremendously.Able to fill a few critical positions in this short time span.

As a contract recruiter I was responsible for supporting 2 divisions (Macintosh systems and iPod) by helping them fill their positions. Positions were leveled from Intern to Director. All positions were centered on systems design for Apple's desk side/top and portable computers, servers and iPod's. Successfully filled many positions for a variety of technologies and products.

First employee hired at Kontiki with the responsibilities of working with founding team to fill all the positions in the corporation. In addition I partnered with the executive team to build processes for running a successful organization.Filled all positions requested at all levels for all departments.I think very highly of Kontiki and the staff that they have and am confident they will be able to turn the corporation into a successful enterprise. Unfortunately early on they had to tighten their belts and I was laid off.

As the first Staffing person at this Microprocessor start up I was responsible for filling all positions and to build a staffing process that would sustain hiring for a long period of time with metrics that focused on low time to hire and cost per hire targets. Achieved excellent results, filling all positions in all departments for this advanced technology firm.In this role secrecy was a premium and no information about the project could be leaked out while recruiting. No additional resources were provided all hires were done through networking, sourcing and cold calling.Filled over 300 positions at all levels for all departments in the company.

Worked as a contract recruiter at several different companies including:Sun Microsoystems, Oracle, Borland, Cisco and Netscape. As a contract recruiter I filled all of the positions requested in a cost effective and timely manner.

Snelling and Snelling is where I blossomed into a highly successful recruiter. This agency was just entering the high-tech market place and asked me to join as I had specific experience recruiting software engineers. At this agency I became very successful achieving the honor as 5th best in a corporation with over 500 offices. My last 18 months at Snelling was as a team lead, responsible for recruiting and producing as an individual and for training and mentoring new recruiters with little or now experience. Many of the people I helped train have moved on to be very successful recruiters themselves.

This agency was focused on software recruiting. I did not do anything extraordinary here except learn that I liked recruiting and learned the skills of making high volume phone calls. It's noted only because it’s where I first tried recruiting and learned that I loved the art of “match making”.

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