As a leader on the SWE Remote recruiting team, I focus on optimizing talent acquisition strategies in a push to hire 1100+ ML (machine learning) engineers over the course of 2022 and 2023 to dominate the Metaverse, AI, Reels, and monetization spheres.Coach and lead team of eight direct reports (new hires, contingent workers and team transfers) removing roadblocks, orienting team direction, and counsel career-growth planning while meeting all KPI’s and goals.Lead 1:1’s and stand-ups providing actionable strategy, trust, and autonomy.Unblock and scale opportunity and advancement for high performers.Drive performance management for low performers, enlisting CWX andHRBP as needed in order to tailor performance improvement plans (PIP).Conceptualize, pitch, plan, and deliver above-expectation results on projects centering on DEI tooling utilization, candidate experience process improvement, and data integrity of reporting tools in XFN partnership withTableau team.Selected AchievementsScaled DEI program adoption and utilization rates, seeing funnel PTR’s increase by 8% in 300+ person TA roll-up for DEI programs. This is a proactive 2+ months prior to an ask from director-level leadership, resulting in funnel PTR’s that greatly exceeded organization averages. I scaled this initiative and coached peers and M level leaders on how to hold their teams accountable and best leverage interview prep and inclusion programming.As a Tableau power user and metrics champion, I consult with the team responsible for maintaining this tool by offering enhancement suggestions for additional filters, broadened use cases, data cleansing, validation, and export options creating a 30% faster reporting tool.Developed an ML Engineer survey soliciting 111 responses from our internalML engineering community resulting in TA alignment across SWE recruiting teams on targeted engineer skill sets, improving the 2-way communication rate across the org.

Oversaw all aspects of our IT recruiting strategy, ensuring our division achieved high marks on SLA’s while reporting directly to the CEO. Facilitated all 1:1’s and team stand-ups while helping our staff meet all metrics, KPI’s.Collaborated with our in-house IT and software development team as a project manager to spec, build, and roll-out game-changing recruiting tools and periodic enhancements.Made hiring and firing decisions, developing recruiter benchmarks, goals, processes, performance improvement plans (PIP), and workflows. Vetted all applicants for internal hiring initiatives for new recruiters, IT staff, and consultants for our Long Beach data center.Conducted ongoing performance reviews and drove empathetic data-driven conversations pitching promotions and compensation increases for staff members.Built strong relationships with client talent partners for large accounts, while negotiating client SLA’s, Master Vendor Agreements, Statements of Work and RFP bids.Optimized ROI by crafting pilot programs & trials, negotiating marketing costs, and performing cost analysis on job boards and campaigns saving us~$100,000 per annum.Selected AchievementsBuilt the technical recruiting division of CR beginning as the sole tech recruiter to then leading a team of four SME’s with hundreds of job orders and 1M+ in revenueUpdated, digitized, and enhanced a dated onsite recruiter training program when the company moved to a distributed remote-work model, reducing ramp-up speed for new hires by 40%.Led the IT team in individual profitability YOY six years running while balancing all management responsibilities as a player-coach.Awarded Employee of the Month for March 2018.Functioning as a project manager, I conceptualized and derived functional requirements, modeled, and user-tested (Jira) a number of technology projects with large contributions to the following:

Actively recruited candidates for employers utilizing different web, database, and social media methods. Assisted in maintaining the ABD Ultra-Staff applicant tracking database, categorizing resumes, and digitizing documents.Greeted customers and clients and addressed their needs both in person and over the phone.Administered testing, interviews, and new-hire paperwork (I-9, tax forms, etc.) to potential candidates and employees.Composed mailings, correspondence, and job advertisements tailored to the client needs and specifications.Processed pre-employment background checks through E-Verify, and maintained NC Alert system. Assisted with ADP weekly payroll and timecard audits with supervisors. Assisted with client billing and employee timecard systems.

Conduct personal interviews with coastal North Carolinians regarding local climate, politics and economy.Create, design, and quantify research instrument and data in collaboration with a research team.Network with local leaders to rally community support and participation behind project.

“Vetted and caged” contributions for contracted politicians, campaigns, and Political Action CommitteesPerformed daily data entry and assessed client compliance by indexing and balancing receipts with expenditures Assisted in assembling quarterly, bi-annual, and annual FEC reports by compiling client records and internal reportsFacilitated transition from one office to another by advertising & liquidating excess assets and creating storage solutions for records Personally handled and delivered correspondence concerning Koch & Hoos staff and Senate and House clients on Capitol Hill

(Summer)Processed payments and customer inquiries both digitally, over the phone, and in-person.Digitized documents and papers in order to transition to a paperless database.Greeted customers and fostered personal relationships.