Michael Kim Email & Phone Number

Los Angeles, Ca, Us

Los Angeles, Ca, Us

Mclean, Va, Us

ID.me simplifies how individuals prove and share their identity online. Our secure digital identity network allows users to verify their identity once and then seamlessly access a variety of services and benefits across multiple organizations. We are dedicated to enhancing privacy, security, and accessibility in the digital world.I'm here to identify and attract technical talent to join our engineering teams by leveraging my experience in talent acquisition to support our mission of making the world a more trusted place by providing secure digital identity verification solutions.I manage the end-to-end recruitment process, from sourcing and engaging candidates to working cross collaboratively with various stakeholders to strategize/fill our open roles as well as facilitating offers, onboarding, visa sponsorships and background checks. I focus on building strong relationships with both hiring managers, candidates and other stakeholders, to ensure a seamless and positive hiring experience.

San Diego, California, Us

I was a full cycle Talent Acquisition Partner working directly with our CTO, Directors, hiring managers, finance, compensation and HR teams for head count planning, req approvals, hiring strategy, and recruiting ops and more. 60% tech reqs, 40% non techRoles I recruit for: Software Engineers, Product Managers, Data Analyst/Engineers, Machine Learning Engineers, DevOps Engineers, Dieticians, Therapists, Regional Clinical Sales/Account Management, B2B/B2C Managers, and more!- During my 6 months at Equip I have successfully closed out 24 roles with a 95% offer to offer accept rate. Out of the 24 roles, 10 have been tech/product (senior/principal level IC's and managers/directors), 14 have been non technical corporate positions of various kinds such as sales, account managers, B2B/B2C sales folks, creative and more) Things I've done:- Eliminated Interview Ambiguity and ramped Interviews on Interview Best Practices by creating an Interview Best Practice Guidelines for interviewers to reference as well as Reoccurring Interview Training pilots for new and existing interviewers- Streamlined Recruiting Ops Efficiency by partnering with HR/Onboarding/Recruiting partners by creating a Work Flow Process Checklist. Also developed candidate prep documents, outreach/interview templates- Facilitated and standardized interview strategy amongst teams by creating processes which hiring managers/teams can use to define their interview strategy, get acquainted with interview questions/answers. Introduced prebriefs and debriefs- DEI implementation on recruiting strategy by creating different goals for both hiring and recruiting teams detailing bench marks on inclusion and DEI success. Worked with the business for trainings on interview bias- Incorporated Candidate Experience Surveys as well as post hire stakeholders survey after hire

Santa Monica, Us

*Impacted by third round company wide RIFStarted as technical recruiter II, promoted to sr technical recruiter Q3 2022Owned full cycle hiring across 4 teams with an average req load of 10 including software engineers (mid to principal level, iOS/android, web, platform, backend/front end), managers/directors, devops, SRE, IT/help desk, systems/security, data, as well as Healthcare/Pharmacy Directors and Business IntelligenceMetrics/Notables: - Created recruiting pipeline success metrics for organization- Developed health dashboard, adopted by recruiting leadership to provide weekly updates to businesses- Developed Interview process template- Change managed ATS transition from Lever to Workday- Owned company wide sponsor involvement in Grace Hopper Conference 2023 - managing a budget of $25,000 for event, sponsor booth/involvement, swag, logistics and moreWorked 1:1 with hiring managers/teams to understand team hiring needs, create job descriptions, develop recruiting strategy, manage reporting, training on tools/systems best practicesWorked with HR for headcount, job description, req approval/priorities, changing of job req, offer approvals/extensions and onboardingCoached/Mentored recruiting team on sourcing and closing. Set up weekly office hours to be available for recruiting team for any sourcing/recruiting questions- Successfully improved teams overall performance. (2-3 onsites/month to 8-10 onsites per recruiter [in 2 months], closing rate went from 52% to 78%, national average being 76% [in 4 months)DEI and Employer Brand Ambassador, partner/GoodRx liaison with entities such as OutInTech, Ada, Code2040, BestInLA for career talks, career fairs, network eventsLed a team to drive the employee spotlight program to brand GoodRx to the public and internally. Partnered with Software/Marketing/Branding/Legal

Seattle, Wa, Us

Strategize and execute the marketing development and internal communications for Amazon's employee relations and professional development org (Connect@Amazon). The focus of our team in this org was tracking engagement (internal) and deploying/launching a new internal website to streamline communications/increase efficacy, create content/digital marketing collateral/templates and monthly communication newsletters.

Seattle, Wa, Us

Full life cycle recruiter for 2 Orgs during my tenure w/ Amazon. I supported all tech hiring for the Alexa and Consumer retail teams- Worked in a data-driven environment partnering 1:1 with multiple businesses/hiring managers to understand needs, prioritize hiring, create recruiting/interview strategy, manage reporting, & offer approvals- Led team by creating processes/crafting work flow to ensure teams productivity and success.- Mentored/Coached multiple teams on sourcing/closing- Recruited software engineers/managers, data engineers, business intelligence, technical product/program managers, AI, Big Data, ML and more- Sourced/Maintained pipeline of candidates; Strategies include: Boolean/X ray Searching, job boards, referral programs, networking/DEI events- Owned anywhere from 15 - 60 reqs with avg 25-30 reqsConsistent success in hiring.Averaged 2.3 hires a month (goal being 2 hires a month)- 90% of hires were self sourced (non applicants, non referrals, etc)- 10% of hires were referrals, networking/dei events and other avenues- Maintained above 80% close rate with Amazon average being 70%Part of Consumer Retails rebrand of #ReinventRetail initiative where I showcase business team members on public landing page by working with internal stakeholders including PR to highlight individuals and their personal storiesOwned networking events from inception to delivery by working with stakeholders including hiring team(s), employer brand, finance and PR. Everything from theme creation, developing success/pipeline metrics, reporting, identifying venues/catering options, swag as well as organizing speakers/speaking content and creating demo stations and decks

Bellevue, Washington, Us

I worked with different clients including Microsoft, Meta, Amazon, jFrog, Loreal, Starbucks, Google, Comcast, All Star Athletics, Roku amongst other various sized companies across different industries to hire for software, sales, marketing, data, HR/recruiting, government, security and supply chain talent- Source Talent for boutique to corporate size companies. Mainly mid to senior level opportunities using platforms such as LinkedIn, ATS, Job Boards, Networking Events, and X Ray Searching- Creating/Maintaining relationships by building technical pipeline, being consistent and providing high and low level updates weekly per clients ideal cadences, info, requirements- Manage Book of Full Time/Contingent Workers- Partner/Collaborate with Account Executives, Hiring Managers, and Candidates to Strategize Action Plans to meet deliverables- Req Qualification with hiring managers and recruiting partners to identify needs- Technically Screen Candidates- Coach/Interview Prep Candidates- Organizing/Participating in Networking Events- Prospect New Clients for Business Development- Used Compass and Bull Horn ATS

Redmond, Washington, Us

Performed a myriad of roles within University Recruiting operations/research on the Most Competitive Schools (MCS) and International teams for technical roles (Software Engineers, Technical Account Managers and Technical Program Managers)Owned the Recruiting Operations for first round campus interviews and network events of Top Tier Schools such as Harvard, Stanford, Berkeley, UT Austin, University of Michigan, University of Pennsylvania, Princeton, Brown, Cornell, Georgia Tech, Carnegie Melon and University of Washington along with North Eastern EuropeResponsible for the planning/operations of networking/interview events, establishing/maintaining strategic University Relationships, supporting positive candidate interview experiences, gathering data points and tracking candidate interview progress in an in-house ATS and SharepointExperience with high volume/high demand work load, reviewing 3000+ resumes, scheduling 3,000+ candidates and 150+ schedules over a course of 8 monthsPartnered with Interviewers and Recruiting Associates to create Microsoft presence on University campuses via various events to establish repertoire, maintain relationships with professors/career center contacts and develop Microsoft businesses by recruiting software talentNotables:- Developed and Implemented an Automated process for candidate interview operations